Creating a Connected culture (4 Steps to sustainable recruitment) Scott Glysson Director of Choral Activities Cal Poly University

Warm Up Questions How many singers do you have in your program? How many singers do you think you should have in your program? What are some of the obstacles you face in the recruitment and retention of singers?

St. Average United Methodist Church 20-30 on roster Drop = Add

Ms. Evoking Sound Warm and welcoming Holds 1-2 recruitment events per year Follow through Scheduling issues

Dr. Perfect Blend Overworked and underpaid 5 classes, manages program, concerts, rehearsals, PAPERWORK No time

Limiting expectations “There is a cap on the size of my program for our school/church/organization” “It isn’t the size, it’s the quality” But…..education? “I just don’t have time to recruit” “Block scheduling has ruined everything” “Students are pulled in too many directions”

no control - Scheduling issues - The personal lives of our singers - Things in OUR personal lives - Others?

Control 1. The perception of our program perception = reality 2. The exposure of our program 3. The culture of our program Students experience? What does our program value? 4. Our response to scheduling challenges

sustainability Culture 1. The set of shared attitudes, values, goals, and practices that characterizes an institution or organization ;the characteristic features of everyday existence shared by people Event 1. Something that happens

Fix up the house Gather facts (handout) What is your culture? Do your students share these beliefs? Are they involved in leadership and direction of the program? Why are your students there? What do they like about their choir? What brought them in? Why do they come back? To what are they looking forward? Do they feel important? How do they sound? Are you recording? Are you asking for feedback?

Data What do you enjoy the most about being in a choir? Friendships Singing, in general Travel Other University Singers (non auditioned group with minimal extra-rehearsal activities) 32% 87% 8% 0% Polyphonics (auditioned group with frequent extra-rehearsal activities) 51% 89% 29% 6%

Retention = Growth Term to term retention rate University Singers: 75% Polyphonics: 96%

Practical ways to Connect students Compliment hat Retreats Quartet/Octet groups Musical and extra curricular Student investment in concert process Narration and research Program order Student’s choice Cameo performances Regular announcement of upcoming events Trips, opportunities Other ideas?

Find a real estate agent Student to Student > Teacher to Student Do your students know how to recruit? Do your students understand the culture of recruitment? What do you enjoy the most about being in a choir? Friendships Singing Travel University Singers 32% 87% 8% Polyphonics 50% 89% 29% If asked, would you be enthusiastic about recruiting for your choir? Yes Maybe No University Singers 39% 52% 9% Polyphonics 54% 41% 6%

Practical ways to empower students Choral officers Section leaders Student conductors Social media directors Social coordinators Trip managers Participation in auditions Periodic discussion of goals Why keep it a secret? Plan/consider something requiring larger numbers Utilize future music educators

Advertise Student to student > teacher to student (chart) SWOT analysis (strengths, weaknesses, opportunities, threats) (see handout) How can you play to your strengths? Develop and choose opportunities that play to your strengths. Know your target audience What skills (if any) must they possess to be a part of your program? Be a general not a dictator Teacher recruitment Student recruitment Advertisement How did you first get involved in choir? 7% 20% How did you first get involved in choir at this institution? NA 19% 14%

Practical ways to market your choir Embrace social media Have your students play a role Facebook/Instagram/Snapchat/others? Bring a friend to choir day Or anything you can do to get them in the door Community/visible singing Do as much as you can Sports games Create a relationship with your feeder program Invite them to concerts Invite them to perform on concerts Student mentor system Every choral director loves coffee (and…..) Think beyond T-shirts Bags/Car Stickers/Jackets Starbucks Model Don’t forget to announce you are hiring everywhere you go!

Seal the deal Once they walk away… Make the connection personal student to student > teacher to student Be prepared for reasons singers might not join I can’t read music Develop a quick exercise to teach them something on the fly I can’t commit the time Put them in contact with another student who has a challenging schedule I can’t sing Compliment them. “I overheard you singing…..” Social anxiety Peer follow up Da Capo (right away!)

Benefits of a Culture of recruitment Work less, get more Increased retention Valuable skills for students Impress administration Student centric programs lead to happy administrators Happy administrators lead to valued programs Valued programs lead to financial support, exposure, and growth! Musical growth It’s all tied together!

Some Additional resources (there are many,many more!) Choral Journal Articles Choral Music in the Junior High/Middle School: Choir Wants You! Recruitment: Cara Sedburry  Mega-Church Mega-Choir: Tim Sharp  Boychoirs: Recruitment for Boychoirs: Tom Sibley, Andrew Riffey and Randall Wolfe  Show Choirs: Show Choir Competition and the Impact on Male Recruitment: Doran Johnson, Ken Thomas Cute No Longer, Thanks Be to God: Building and Maintaining a Choir of Children: Richard Webster  Retention Strategies for Two-Year College Choirs: Alice Cavanaugh Other Articles "It's Like a Whole Bunch of Me!": The Perceived Values and Benefits of the Seattle Girls' Choir Experience: Sarah J. Bartolome Journal of Research in Music Education Minority Recruitment: The Relationship between High School Students' Perceptions about Music Participation and Recruitment Strategies: Linda M. Walker and Donald L. Hamann Bulletin of the Council for Research in Music Education