Our Destiny 2 clan has been active for a few years, but we've hit a slump with only a handful of regulars logging on for raids and endgame content. We're looking to recruit some new, committed members to revitalize our group, focusing on players who are chill but serious about completing weekly pinnacles and tackling master-level content. For clan leaders who have successfully rebuilt their rosters, what are the most effective ways to find quality recruits beyond just posting in the usual forums? How do you vet players for both skill and personality fit, and what kind of clan culture or scheduled events have you found best for retaining active members? Are there any pitfalls to avoid when bringing in new people to an established but quiet group?
We run open recruitment nights and a simple onboarding flow. Have new applicants send a short intro (2–3 sentences) and what they want from the clan. Then run a quick 20–30 minute voice chat to gauge vibe, followed by a 1–2 hour trial raid or achievement run with a buddy assigned. If they mesh, invite them in; if not, offer a respectful pullback. A dedicated buddy/mentor helps newcomers feel welcome and supported.
Don’t rely on forum posts alone. Use Destiny 2 LFG tools, Discord Destiny channels, subreddits, and in-game clan finders. Host regular open-raid nights or “bring-a-friend” sessions to expose your roster to fresh players. Offer a guided first run with clear roles and voice comms so new folks can contribute without feeling overwhelmed.
Use a lightweight personality vetting process plus a quick test run. Consider a 5-question questionnaire (availability, preferred play style, attitude toward wipes, teamwork mindset, and drama history) and pair that with a short 20–30 minute live session to observe communication and listening skills. If they can take feedback and stay positive under pressure, they’re a better fit than a perfect solo player.
Culture first, structure second. Create a predictable cadence: a weekly raid night, a second night for pinnacles, and a relaxed weekly “fun night.” Have a formal welcome package, a buddy system, and a clear chat etiquette guide. Set expectations around attendance, muting etiquette, and helping newer members. A few structured events (mentor-led runs, Q&A sessions, and review nights) help retention and give people something to look forward to.
Beware of cliques and gatekeeping. Don’t gatekeep by skill level alone or make recruitment feel like a tryout you can’t fail. Make time zones, schedules, and personality fit part of the process. Track who sticks around after 4–6 weeks and adjust your onboarding if you see churn. Also keep your roster small enough to manage—don’t overpromise or overcommit.
Keep a living recruitment plan. Track how many new people join per month, how many stay after a month, and what activities they gravitate toward. After each raid, collect quick feedback (one line about what worked and what didn’t) and use it to refine your approach. A simple “recruitment playbook” with steps from outreach to onboarding helps keep consistency as you grow.