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Originally Posted by 33girl
Some things she is on point with - like Greek life ISN'T for everyone, at every school - but some things she completely misses the mark, like we should treat rush like a job interview. That's the same mindset that says "rush is the same as marketing a product. " No. It's not.
I also hate how people seem to believe that (especially at big schools) rush is being run this way because the groups prefer it. I bet if you asked any Ole Miss sorority member, she'd say she'd rather have time to sit and talk with women and get to know them, rather than having bump groups, skits and the same conversation 100 times. The fact is that the sheer amount of rushees doesn't allow for this unless the sorority members don't go to class for 2 months. What's the remedy there? Limiting the amount of women who can rush? If you think we get yelled at for discrimination now, that would amp it up to stratospheric levels.
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I don't think she believes recruitment should be like an interview; only that you can only learn so much about a person from brief conversations in a stressful environment with tens and hundreds of other people around. What's the solution? Who knows?!
Quote:
Originally Posted by 33girl
To add to amiblue's post: we need to develop programming in house, with people who actually have Greek experience, instead of going to outside corporations who take the same presentation and do a cut & paste and replace "company" with "fraternity. "
When did we stop networking within our own ranks for programming, graphics, site design etc and decide someone who knows nothing about our bonds or real mission would be a better candidate?
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This x 100! I don't understand why our orgs are more and more looking to the outside instead of within. But perhaps part of the reason is lack of widespread alumnae support and involvement, which is also why they should spend more time emphasizing the lifelong membership aspect of joining a Greek org. I'm not saying all GLOs are lacking in this area, but many are.