Discussion on Recruiting

Objectives:

Surface best practices

Surface regional ideas

Walk away with concrete ideas of your own

Data

Last 3 years-- number of staff, stinters, and interns reported—broken down by from our region and from outside

Add your own numbers for students sent on summer projects

2 rounds in groups: following up from this morning's discussion:

What in your experience has prevented those student owners from joining staff?

What would propel student owners to join staff?

New England State Schools:

Biggest pt of discussion was: what are students experiencing during their time involved? Fellowship, staff that are financially healthy, good relationships, used by God in ministry, experience a summer projectàhow can we as staff help them with their student experience?

Regional: serious questions about BWC—numbers have dropped for BWC conf and summer project numbers have gone downà RT wrestle with: is it really a winner? Is what we're getting with a couple of extra days, over the winter break worth it? Rich: SP numbers haven't gone down over the last few years—the next 2 years should be telling.

Open the process with interns to join in the middle of the year

Regional visits—hearing "John's boss" talk to students means a lot more to them—open their eyes to other opps on staff—come to speak at weekly meetings on Why Summer Projects? Why BWC?

A life options conference

Help local teams continue to think well about right topics that help shape a healthy, attractive experience for students

Metros:

Desire for students to feel they've been used significantly by the Lord

Clarity on what exactly staff do—hard for Cat students to see--demystify

How will they be able to use their gifting or expertise? It's a mystery

Region: help field staff learn to be good recruiters

Able to reduce amount of money NYC interns need to raise

Help connect partnerships with other regions for recruiting

Securing housing in cities

Tammy: Trying to keep as many gifted people on the field as possible, not siphoned off into "middle management"

Career tracks for staff: come with us for 7 years and you'll have your masters; artists can do their art and work with art students in ministry—Rochester talking with Northeastern Seminary/Roberts Weslayan about interns getting academic credit towards seminary degree

Echo project in GNW—new staff numbers went from 5 to 35 in 5 years—target leadership kids, by invitation onlyàthey connect relationally across the region

Artists: part-time internship 3 days/week—the rest of their time they do art and can sell it b/c it doesn't belong to CCC

Semester-long internships?--Other regions are currently doing semester-long WSN internships (Stop-Out)

New York state:

I'm a sender of money, not a goer

Pride-don't want to do the next thing expected of me

Mark: Not able to determine location of my job—with other jobs that I pick, I'm also picking location

Conviction/guilt

Propels:

Promoting staff opportunities-travel

Matching funds for interns

Feeling wanted as part of a team

One-to-one dinners for seniors fall of senior year

Region—paying student loans or interest on loans during internships

Recruit new staff for specific locations

Matching funds for all interns in the region

Where do the students we want go instead of staff? Are their pockets we should look at?

Increase communication to local team about regional successes on other local teams—people want to join a "winning" team

Help track high school kids going from NYC to Buffalo——example—requires great spirit of cooperation

Job hosting board for specialized needs different teams have—regional board on Facebook

Find a way to keep track of interested alumni who go to work in cities (Boston, NYC)

Ask every new staff class and intern class: how many came to Christ as students?

NS is promised something we never knew they were promised—better communication with LLLs about process

Job opportunities posting on line when students order a product (cru.com—everystudent.com—facebook—godsquad—BWC registration site—local ministry websites)—not just how you join but posted specific job opportunities—what are the sites they're going to?

Don't wait until their junior/senior years—FR and SO have time to poke around websites, JRs and SRs too busy, have already decided

Ryan: Problem with external job posting sites is people don't understand support raising required.

Ivy schools:

Debts

Parents

Low pay

Lordship

Unprepared for staff

Propels:

Alumni support network tied to debt relief program—issue of people who say I'll work for awhile and then join staff—how many do?

Ivy Leadership conf-has been very fruitful—addresses so well the issues that these students are dealing with

Facebook group—"I'm an Ivy grad who joined staff of CCC"

Publishing Jon Hinkson's Ivy League bio sketches—how God used a real student and here are the real obstacles that student faced