Sean Rehder
Principal
Orange County, CA.
Phone: (951) 858-4901
Email: sean.rehder@talentlogistics.com

ER Expo 2006 Spring San Diego, CA March 14-16, 2006
"Now in its sixth year, the ER Expo conference series has helped hundreds of corporations develop and sustain world-class, industry-leading recruitment and staffing functions."
HCI's 2006 National Human Capital Summit Chicago, IL Chicago Marriott Downtown Pre-Conference April 5, 2006 Conference and Expo April 6-7, 2006
"HCI's inaugural National Human Capital Summit Conference and Expo is this year's most important event for human capital professionals, line managers and executives who understand that talent will be the key driver for success in the knowledge economy."

LEAD MANAGEMENT
Leads are suspects or people who have been identified as being part of your company's industry. These people need to be qualified to make sure they are someone you want to have a relationship with.


CONTACT RELATIONSHIPS
Contacts are individuals who are associated with your competitors or Acounts as I call them. Or people you have inditied for potential employment.


ACCCOUNT MANAGEMENT & COMPETITIVE INTELLIGENCE
Accounts are companies. They can be business partners, vendors or one of two types of competitors. Either a Direct Competitor which is a company that is in the same business you are and sells products “against” you, or an Indirect Competitor which is a company that is not in your business but does employ people similar to whom you employ.


OPPORTUNITIES
Opportunities are what you qualify Leads and Contacts against. Your open opportunities constitute your predictable talent pipeline and opportunities also serve as the foundation of your talent management forecast .


STRATEGIC PLANNING
Strategic Planning is used by both your talent acquisition team and your hiring managers…together. Together you create and manage plans and the associated strategies and execution tactics for these plans.

The planning process will most likely be performed for each quarter and be used only for strategic planning where a company makes the decision to proactively target either a highly desired skill set or to “staff up” for a large, high profile project. Strategic Plans are tied to specific departments or divisions and contain the overall objectives for the strategy such as targets, goals, strengths, and challenges.


STRATEGIES
For each Strategic Plan there is a set of strategies that define how the talent acquisition team will meet the hire targets by using a combination of sourcing, interviewing, recruiting, and presenting qualified applicants to Hiring Managers. Multiple strategies for each Strategic Plan allow a company to implement best practices and effective planning processes which includes plan activity management via collaboration of the talent acquisition team and their goals.


CAMPAIGNS
Campaigns are specific marketing activities that you manage to drive leads, build a brand, or stimulate interest in your company.


REPORTING
Reports are data analyses for you and your organization. You can create a variety of best practices reports, and you can build custom reports on the fly to better measure your team's activities, failures and successes.


DASHBOARDS
Dashboards are graphs, charts, and tables based on your custom reports. You can use dashboards to visually measure and analyze key elements of your talent acquisition efforts.


HOME PAGE
Your home page that displays your Outlook synched calendar and task list, along with a customized Dashboard view. You can also disply a list of "hot" links, RSS news feeds, and more web based customization at an individual user's level.


DOCUMENT STORAGE
These are documents that you use as part of your sourcing and recruiting processes.

	Jeremy Langhans
	Jeff Hunter
	Shally Steckerl
	CollegeRecruiter.com
	Michael Homula
	Simon Meth
	ERE Network
	Human Capital Institute

	SalesForce.com
	CRM Guru
	Destination CRM
	CRM Today
	CRM Daily
	Ecrm Guide

The Wharton School and the Human Capital Institute Offer Networking Event
Time to Replace Wage-Slaves with Employee Owners
Making Lemonade
An 'eye on the prize' helps to clear hurdles
I Want to be a Sports Agent
Gloomy European bosses more likely to shed staff
Canadians slow to fix workforce ills
"Chick in charge" can face a challenge
Talent Gap Top Concern For Corporate Leaders
Position Evaluation: A Starting Point for Human Resource Development

current
February 2006
March 2006
April 2006
May 2006