The notes are from former a chapter president and are a description of the actions Alpha Lambda took to double their chapter size in 2023.
How Alpha Lambda at Auburn University Recruited 50 men and retained 50 men for 100% Retention
While standards and goals are a part of any fraternity, process matters most in achieving goals. Realizing a heavy spring graduation class would leave us with only 44 members returning for the fall semester of 2024. We began planning in late April of 2024 for our summer recruitment process and, more importantly, the standards and traits we were looking for in men before extending a bid. Let me stop here and say this article isn’t intended to brag; rather, it's intended to help our other chapters that seek to take their recruitment and retention efforts to a higher level. After all, recruitment is the lifeblood of any chapter, and the retention number of men you have initiated is the only number that really matters.
The more guys you recruit, the more you can initiate. This depends upon your recruitment planning, strategy, and tactics, but retention relies on the effectiveness of your M.O.O. Program. Our Recruitment Chairman, Paden Reynolds, in the new member class of 23, and his committee embraced our chapter's long-held tactics and strategies and met weekly to execute the processes properly. They killed it! What are our long-held strategies? These include: 1. Not depending upon “Formal” rush 2. Implementing summer recruitment of PNMs through small events and gatherings to meet PNMs, make genuine friendships, and properly evaluate men. 3. Establishing “Market” Rush Chairs and or Co-Chairs where many of our brothers are from. 4. Getting back to campus a week before the first day of class to exploit PNMs boredom through a series of well-planned events at the House. (note: this week is a full two weeks BEFORE the “formal” rush begins)
But this year, Paden and the Rush Committee added a “standards” element for the PNMs we met and would extend a bid to. While these standards had been loosely assumed, he wanted to clearly ar culate them to the Rush Committee and Brothers.
What were our standards for extending a bid to a Man? These were: 1. Leadership Potential: The ability to take charge and lead others. 2. Commitment: Dedication to the fraternity and its values. 3. Social Skills: Being outgoing, engaging, and able to build relationships. 4. Integrity: Honesty and strong moral principles. 5. Academic Achievement: Good grades and a commitment to academic success. 6. Team Player: Willingness to work collaboratively with others.
Passion for the Fraternity: Genuine interest and enthusiasm for the fraternity's activities and mission statement of Phi Kappa Tau, which we always shared at rush events, including our commitment to our SeriousFun Philanthropy nationally. 8. Reliability: Dependability and consistency in ac ons and behavior. 9. Positive Attitude: A cheerful and optimistic outlook. 10. Cultural Fit: Alignment with the fraternity's culture and values.
We also had a finances form and brochure we handed them, which listed the dues and costs of being a member before we extended a bid. We have learned over the years qualifying them financially early and upfront reduces guys dropping out when the bills come in. So, do this early. In the summer, we had six recruitment gatherings. We have moved away from large “blowout” parties, which are risk management nightmares, and it’s hard to get to know PNMs at such events. Rather, our regional gatherings were small, usually consisting of 10-12 brothers and 10-12 PNMs we had reached out to and the Market Chairs invited. (Market Chairs were responsible for finding guys from their hometown who were coming to Auburn and taking them out for lunch, dinner, etc.)
These types of gatherings are much more effective in getting to know PNMs and making genuine friendships. These consisted of 2 lake events, 1 skeet shoot, 1 golf outng, a crawfish Boil, and a Casino/Poker Tournament at the House. (after an inordinately large last session of Summer orientation session at our school, which we knew about had planned in advance.) Through every gathering from June through the end of July, we were filling the funnel of PNMs. By August 1, we had 19 bids accepted and another 13 bids “holding” to talk to their parents.
As we have learned over the years, some parents make their sons go through a “formal” rush before they allow them to accept their bid. Many told us that. And we kept recruiting them, invitng them to our events. It’s important to keep “making friends” with “Holds” and stay on them. Incidentally, we assigned a brother to every “Hold” to stay in touch! Brothers returned to recruit one week on August 10, a week before the first day of class on August 17th . We held a series of pre-planned events at the house from August 11 to 24 . Again, these events were designed to keep meeting guys before the formal rush. The Rush Committee and brothers called PNMs, and we had Text graphics made to send PNMs.
By August 18 , we were up to 32 accepted bids. Our Rush Chairman and Committee met with the 32 and asked them, rather than “empowered” them to help with recruitment, if they met a guy or already knew a guy to bring over. They responded with enthusiasm, and several did just that, with 7 of 11 they recruited accepting their bids the first night of the Formal rush! So, on the first night of the formal rush, we ended at 44, just short of our goal of 45. Only 3 new guys (we hadn’t met before) showed up for the formal rush. This is often the case, which again is why you do not depend upon formal rush. Two of them were pretty sharp. We asked those to come back for the
rest of the week of formal so we could evaluate them against our standards criteria, which they did and accepted their bids.
We still had 8 bids “holding” after the first night. Instead of waiting for them to come back, we decided to “hot box” them, an old term and tactic from back in the 70s/80s. This means 2 to 3 brothers go to their apartment or dorm and drop in on them to talk to them and let them know we genuinely want them and ask if any issues or questions are preventing them from accepting their bids. It’s a powerful process. And it was done between 10:30 and 11:00 PM. By the last night of formal rush, 4 of the 8 we “hot boxed” accepted their bids. The other 4 said their parents would not let them join until the Spring semester, and we have stayed in touch with them. So, we ended with 50 Associate members!
Our M.O.O. was Joel “Vegas” McConnell, ’19, a 5 –year senior who was committed to the process. “Vegas” is well-respected by the brothers and let it be known early on that there would be no shenanigans or light hazing of any kind and that any brother who tried would be taken before Judicial.
“Vegas” utilized the National MOO program and also elements from the “Auburn Man” program as outlined by the Auburn Interfraternity Council. (IFC). Early on, he outlined 10 Principles in which he would run the program, and this is exactly what he did:
Strong Mentorship: Paired new members with mentors who can guide them through the associate process. And paired with Brothers from the same major to help academically. 2. Clear Communication: Kept an open line of communication regarding expectations and requirements and was approachable and helpful in every way to all associates.
Inclusive Events: Planned activities that every associate could participate in, fostering a sense of belonging.
Recogni on and Rewards: Acknowledged the efforts and contribu ons of pledges regularly. 5. Brotherhood Bonds: Encouraged and helped plan social events that built genuine connec ons among members by being sure every brother got to know every associate and each associate got to know each other (it’s important for the associates to “bond” early, he said.) 6. Support Systems: Provided academic, emotional, and social support to associates.
Transparency: Was honest about the challenges and benefits of fraternity life and helped teach the associates “ time management” practices and accommodated associates with ROTC and Auburn Marching Band commitments, as those are certainly valued by the chapter.
Leadership Opportunities: Gave pledges chances to lead projects or committees, showing their potential impact and shadowing other officers.
Community Service: Involved associates in meaningful service ac vi es that aligned with their values.
Continuous Feedback: “Vegas” regularly asked for and acted on feedback from associates and brothers to improve their membership orientation experience.
In Conclusion, Joel, or ‘Vegas” as we call him (long story), created a posi ve and suppor ve environment that helped ensure associates felt valued. Respected, involved, and committed to love Phi Tau.
He got buy-in from the brothers, who were just as committed to the process. When we had Parent’s Day at the House this fall, it was amazing how many- if not all, of the parents told us their sons “Love it here.”
And that’s why we are initiating 100%! Your chapter can, too, with a selective recruitment process and a well-run membership orientation program! Right now, we are utilizing our “Hold list” of PNMs and have started Spring recruitment efforts with our Halloween party, and subsequent football tailgates, philanthropy events and will conclude with our Christmas social dinner. We have, of course, also formally asked our new 50 initates to find guys and invite them to these events for the rest of the fall semester. Spring rush starts now- not January. Go Far!