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We do a lot of one-on-one recruitment at Theta Eta (Northern Illinois). Here's how it works...
The recruitment chairman gets referrals from brothers in the chapter. He then calls the referrals on the phone and schedules an "interview" to meet the prospective member. The conversation goes like this...
"We have a common friend in Joe, who is in my fraternity. Joe certainly wasn't assuming that you were interested in Sigma Nu or even Greek life for that matter. However, Joe told me you were a high-quality individual that is going to be very successful in college and beyond. I'd simply like to meet up with you for a coffee in-between classes some day next week so we can get to know each other. Fair enough?"
At this point, all you are doing is selling the appointment - do not sell the fraternity or Greek life.
Once you get together, set the atmosphere by saying something like this...
"I'd like to know where you are in life today and where you are headed in the future. At the same time, I'll tell you a little bit about what Sigma Nu is like today and what our future looks like as an organization. If our values and directions are in synch - there we may have a lot to offer each other..."
We then ask meaningful questions like, "Tell me about your family" and "What do you expect to have accomplished by graduation" and such. A one-on-one interview sets the grounds for authentic, meaningful relationships. It shows the prospect that Sigma Nu is a quality organization in search of quality members.
If there is chemistry, the recruitment chairman will invite the prospect to a small group event or all-chapter event. It is much easier for the prospect to attend a larger function if he understands the values of Sigma Nu and has met one or two people already. It is a very overwhelming proposition for a new guy to trek out to Greek Row, enter a house he has never been to before, meet 50-100 strangers etc. The idea with the one-on-one is to screen out those who's motivation for joining may be questionable, identify quality and bring then into the fold gradually and with confidence that we are only entertaining good prospects.
This process also allows you to recruit year round and constantly have a pipeline of quality prospects. We had 7 of our 11 spring pledges in place before fall finals with this process.
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