THE PROGRAM FOR NON-CHAPTER OFFICERS GREW MORE THAN 50 PERCENT IN ITS SECOND YEAR

More than 200 SigEp undergraduates attended the recruitment track at one of the five CLA programs this February.  The total represents more than a 50 percent increase, in just the second year of the track’s existence.

While the vice president of recruitment track at CLA focuses primarily on the skills to serve that specific executive board position, the recruitment track has helped expand CLA’s reach to other brothers in the chapter and focuses more on core recruiting skills that any member in the chapter can use to build manpower.  Each participant received interactive training on the six steps of recruitment, the Balanced Man Scholarship and the best techniques to contribute to his chapter’s success in the most important area of operations.

“My favorite part was being able to interact with brothers from other chapters,” said Braden Allen, Utah State ’14.  “It really pushed you to learn how to get to know somebody quickly.  I got to know a lot of people quickly and learned better ways to do just that.”

Allen said that he used the techniques he learned last month to benefit him in his role as a BMS co-chairman.

“It gave me the opportunity to find out how to better work with the university to get a potential new member list,” he said, which came in handy when the university chose not to give his chapter their list of dean’s list students.  Allen simply did what he learned at CLA and went to deans of individual colleges for lists of strong students.

Allen said the interview process should be improved as well, once it starts over the summer.  “I learned to ask better questions,” he explained.  “Not to focus too much on what their name is and what their major is, but what really matters to them.”

Richard Randall, North Texas ’14, had a similar experience at the Dallas CLA.

The training, “gave a different approach to the normal questions that you’d ask potentials if you approached them,” he said.  “It gives you different ideas and options for how to communicate.”
He pointed to the role playing and interactivity of the program as key strengths.  “Instead of somebody just telling you what you should do and what you should not do, it gave us some practice.”

Randall is unsure if he’ll run for the vice president recruitment position next year, but he’s glad to have the recruitment track under his belt.

“I think it would be a must for anyone who was thinking about running for VP recruitment.”

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