After listening to recruiting strategies for several decades, it seems they
always follow fall into predictable generalizations. "Somewhere out there
exists a large group of people who, if they just knew of us, would break
down the doors to start flight training." The potential groups are usually
thought to be other pilots of airplanes or hang gliders. Sometimes it's
"get 'em young". It's always a simple answer that magically solves the
recruiting problem.
When we look at the present population of gliders pilots we see a bunch of
individuals, few of whom fall into any definable group. The search for a
'magic' recruiting solution that we haven't been able to find for 80+ years
seems to have failed. I think the reality is that we recruit new glider
pilots one-by-one. They can be from any demographic.

I'd suggest that we look closely at those we fail to recruit since failure
is often the best teacher. When you talk to them their first answer will be
"it costs too much". That's a standard, easy answer and, while it can be
true, it's usually not the real reason they are walking away. Press further
and you hear more truthful reasons. They aren't flattering but you have to
listen.

"This place is a dump". "Why would I want to hang around here?" is near the
top of the list. When viewed in that light, you have to admit that most
airports are at best industrial slums. Gliderports seem to be the worst.
Why is it that almost every gliderport is at the end of a long washboarded
dirt road? Try spiffing up the place with some paint and landscaping.

"It's not too friendly around here", is another often heard complaint. What
every glider operation needs is a designated "official greeter". This
person is probably the most important on the field. Make it a real job.

"You guys are hard to find", is a third. My experience is that if the
operation has a phone, it rings three or four times an hour with people
asking for information about gliding. Usually, these calls end up on an
answering machine. Even at commercial operations with a staff, the person
answering calls sometimes has little real interest in soaring beyond selling
a ride. With simple techniques like call forwarding, anyone, anywhere can
take those calls. Get club members to take calls on a rotating basis. An
informed, enthusiastic human voice answering questions goes a long way to
getting a new member.

These are just three ideas, but implemented together, they could go a long
way toward a turnaround.

Bill Daniels





"Tony Verhulst" wrote in message
...

Some SSA chapters have had very successful, on-going youth programs.
Youth involvement is structured on a value-added, performance based
program.
http://www.texassoaring.org Youth Program (about 35 total involved Feb
2006, including a then 17-year old tow pilot)
http://www.harrishillsoaring.org/ Junior program (some good video
links in RAS a while back)

Add to that, the Greater Boston Soaring Club. So popular that there is a
waiting list for the youth program. See http://soargbsc.com - click on
"Junior Program".

Tony V.