What Values-First Recruitment Actually Looks Like

"Values-based recruitment" has become one of those phrases everyone uses but few can define. It sounds good in strategic plans and workshop titles, but what does it actually look like in practice?

After eight years working with Panhellenic communities, I've come to believe that values-first recruitment isn't about adding new programming—it's about making intentional choices at every step of the process.

Here's what I mean.

The Problem with "Selling" Recruitment

Traditional recruitment often functions like sales. Chapters put their best foot forward, PNMs try to make the right impression, and everyone performs versions of themselves they think the other side wants to see.

The result? Mismatched expectations. Members who don't feel like they belong. Retention problems that start before Bid Day.

Values-first recruitment flips the script. Instead of asking "How do we get PNMs to choose us?" it asks "How do we help PNMs understand who we really are—and whether that's a fit for them?"

What Values-First Looks Like in Practice

1. Honest Conversations

This starts with the conversations members have during recruitment events. Instead of memorized scripts about philanthropy hours and sisterhood events, members should be able to answer questions like:

• What do you genuinely love about being in this chapter?
• What's something you wish was different?
• How has this community helped you grow?

Authenticity doesn't mean airing dirty laundry. It means sharing real experiences instead of polished talking points.

2. Transparent Information

PNMs deserve to make informed decisions. That means being clear about:

• Financial expectations (not just dues, but all costs)
• Time commitments (weekly meetings, mandatory events, etc.)
• Academic expectations and support
• Social culture (how members actually spend their time together)

Chapters that hide information in early rounds often face retention issues later. It's better to have a smaller new member class that's genuinely aligned than a large class that drops before initiation.

3. Intentional Event Design

Look at your recruitment events. Do they reflect what your chapter actually does, or do they reflect what you think PNMs want to see?

A chapter whose members love intramural sports should showcase that. A chapter that's deeply committed to a specific philanthropy should let that shine. A chapter known for academic excellence should talk about study habits and support systems.

The goal isn't to be everything to everyone. It's to be clearly, authentically yourselves.

4. Recruitment Counselor Training

Recruitment counselors (Rho Gammas, Pi Chis, etc.) play a crucial role in values-first recruitment. They're often the first point of contact for PNMs, and they set the tone for the entire experience.

Train your counselors to:

• Ask open-ended questions about what PNMs are looking for
• Avoid steering PNMs toward or away from specific chapters
• Model honest, balanced conversations about Greek life

When counselors are well-trained, PNMs feel supported rather than sold to.

5. Debrief with Values in Mind

After each recruitment event—and after recruitment is over—ask values-focused questions:

• Did our conversations reflect who we really are?
• Were there moments where we felt pressure to be someone we're not?
• Did PNMs have enough information to make genuine decisions?
• Were any PNMs who might have been a great fit overlooked because they didn't "fit the mold"?

These questions surface patterns that pure numbers can't capture.

The Tension Between Values and Numbers

Here's the honest truth: values-first recruitment can feel risky when chapters are worried about making quota.

What if being authentic means some PNMs don't choose us? What if being transparent about time commitments scares people off?

These are real concerns. But here's what I've seen consistently:

Chapters that prioritize values over numbers end up with stronger numbers over time.

Why? Because members who join for the right reasons stay. They become engaged. They bring in friends who are also good fits. Retention improves. Chapter culture strengthens.

The chapter that recruits 30 women through high-pressure tactics but loses 10 before initiation is worse off than the chapter that recruits 20 aligned members who stay for four years.

Starting Small

You don't have to overhaul your entire recruitment process at once. Start with one or two changes:

• Rewrite one event's conversation guides to focus on real stories instead of statistics
• Add a financial transparency session to your recruitment schedule
• Train members to answer "What do you wish was different about your chapter?" honestly

Small shifts compound. One values-focused conversation can change a PNM's experience—and potentially her whole college journey.

The Bigger Picture

Values-first recruitment isn't just about getting better recruitment outcomes. It's about building the kind of community you actually want to be part of.

When chapters are honest about who they are, they attract people who genuinely want to be there. When PNMs have real information, they make choices they don't regret. When the whole community prioritizes authenticity over performance, Greek life becomes something worth being part of.

That's the goal. And it's worth the work.

Thinking about how to bring values-first principles to your council or chapter? I'd love to talk about what that could look like for your campus. Reach out and let's start the conversation.