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About IsoTalent
About IsoTalent
Number of Employees
Number of Employees
10
Org. Structure
Org. Structure
Founder-> Account Managers-> Principal Recruiters-> Recruiting Coordinators-> Business Development Managers
Location
Location
Lehi, UT
What they do
What they do
IsoTalent is an executive recruiting firm for tech companies in the Intermountain West.
Organizational Problem
Organizational Problem
IsoTalent does not have a good strategy for following up with clients post-placement. Sixty-eight percent of their business comes from referrals, so follow up is crucial for the benefit of maintaining repeat business. For every successful candidate that gets placed by IsoTalent, the client sees the benefit of using them and becomes an evangelist for IsoTalent's services. Presently, a lack of motivation by the IsoTalent team poses a challenge for their referral business.
Interviews
Interviews
IsoTalent Owner: We interviewed the founder of the Company, Austin Miller, to better understand the problem as well as what kind of solution he was looking for. He said that the biggest problem is that following up with clients is a back burner proposition due to lack of time, resources and finances to establish a good retention program. An optimal proposition would be one that could be reasonably outsourced yet, produce credible results.
IsoTalent's Employee: We interviewed the employee that has worked at IsoTalent the longest, Brady Miller, to figure out how he feels about his work. He said that IsoTalent is a small company so everyone has to learn how to run lean and mean. Because of that, it can be hard to remember how to do things like following up with clients. He said that he would be more motivated to do so if one, he understood the real benefit of following up with them, and two, was in some way incentivized to do so.
Survey Questions & Outcomes
Survey Questions & Outcomes
All employee information was kept anonymous.
Observations
Observations
- After conducting interviews and looking over the survey data in more detail, we concluded that while the employees are satisfied with what they are doing, they believe that the goals could be improved. They also felt that they aren't doing their best at following up with clients post-sale. We believe that this is due to a lack of strong goals and motivators.
Recommendations
Recommendations
- Based on Edwin Locke's Goal-setting theory of motivation, we proposed to IsoTalent that they should implement a more strategic and regular goal-setting system. We also showed the leadership team some of the answers to the personal motivation question, and pointed out that the majority of their employees were motivated by praise after doing something significant. We encouraged the IsoTalent leadership to not only reward their employees publicly for their successes when they hit their goals, but also privately in 1:1 meetings.
Goal-theory Solution in Action
Goal-theory Solution in Action
Outcomes
Outcomes
- The purpose of this proposal is to help IsoTalent gain more business and maintain good relationships, by putting goals in place that motivate employees to follow-up with clients . After 2 quarters of trying this new goal-theory solution, IsoTalent should start seeing drastic improvements in their employees actively reaching out to their clients without having to performance manage. By setting clear and exciting goals, IsoTalent's employees will more naturally start following up with clients and start seeing growth within themselves and the company.
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