Like many of our fellow choruses we're increasing our recruiting effort to attract more singers. We're particularly glad to have two new board members at-large this year that are under 25 years old and are leaning in to help the outreach. One of the things we're reinforcing with our members is that our weekly meetings are the "product" that we're offering to visitors. Most aspects of our meetings fall into the "ain't broke, don't fix" category; we have a lot of fun and we're singing very well. That said, it never hurts to remind ourselves that excellent singing is a part of our recruiting strategy. What I call "Riser Culture" is part of it. Our business and social time is part of it. I like to think that even our weekly afterglow is part of our recruitment strategy. All of these things are in good shape right now and (I think) can get even better. We want our weekly meetings to be a "Wow!" experience that singers just can't get enough of.
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