September 9,2020
We spend some time discussing our experiences working with sorority chapters struggling with recruitment and then I share my research on recruitment efficacy throughout a formal sorority recruitment process.
September 23, 2020
Let's imagine a world without the Release Figure Method used during a formal recruitment. How might we continue to recruit new women to join our organizations? Could we? Are there different methods to consider for the future?
October 7, 2020
Updated legacy policies and letter of recommendations seem to be taking over so many of our recruitment conversations lately! Let's continue the conversation.
A World Without RFM: Rethinking NPC Primary Recruitment: Release Figure Method (RFM) hit 10 college campuses in 2003. What do we know today? We use terms like mega chapter, system strugglers, low performing chapters, we had to take everyone, etc. Let's say this is how we describe a woman — what would that say about them? How would they feel about themselves after hearing these descriptors? Well, that's what we do. We put women into descriptive categories based on unchangeable attributes during late night/early morning voting sessions and then we don't want to talk about a socially constructed tier system. How might we recreate an recruitment experience where women could meet one another with no preconceived impressions? How might we have women having conversations about topics that matter rather than made up "conversations" that were pre-scripted? How might we teach our undergraduate women to see their involvement in their organizations as something more like women's organizations instead of little sorority girl country clubs? How might we? If you want to have a real conversation about sororities moving forward, come join us. (AFA Annual Meeting Presentation with Dr. Mari Ann Callais)
December 9, 2020
February 26, 2021
World Without RFM: Rethinking NPC Primary Recruitment: Release Figure Method (RFM) hit 10 college campuses in 2003. What do we know today? We use terms like mega chapter, system strugglers, low performing chapters, we had to take everyone, etc. Let's say this is how we describe a woman — what would that say about them? How would they feel about themselves after hearing these descriptors? Well, that's what we do. We put women into descriptive categories based on unchangeable attributes during late night/early morning voting sessions and then we don't want to talk about a socially constructed tier system. How might we recreate an recruitment experience where women could meet one another with no preconceived impressions? How might we have women having conversations about topics that matter rather than made up "conversations" that were pre-scripted? How might we teach our undergraduate women to see their involvement in their organizations as something more like women's organizations instead of little sorority girl country clubs? How might we? If you want to have a real conversation about sororities moving forward, come join us. (NGLA Annual Meeting Presentation with Dr. Mari Ann Callais)
February 27, 2021
Formal Panhellenic Recruitment and the Development of Efficacy for Sorority Women: Little to no research has been conducted to assess the impact of formal sorority recruitment processes on efficacy levels of sorority women. There has been limited research on how participation in sorority recruitment may impact psychological and physiological states, and increase or decrease self and collective efficacy.If the original intent of sororities was to provide friendship, support, and encouragement, are current formal recruitment methods meeting that goal? Addressing this question requires an in-depth understanding of the concept of self-efficacy and collective efficacy and an examination of the sorority recruitment experience on sorority women. Research was conducted through in-depth focus group interviews to help determine if formal sorority recruitment may impact efficacy levels. Sorority women's perception of efficacy throughout a recruitment process will be explored through an analysis of their thoughts and feelings on formal recruitment methods.