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is "the scientific study of the distribution and abundance of living organisms and how the distribution and abundance are affected by interactions between the organisms and their environment."
 
 
Testimonials


Dan Hilbert"Sean Rehder is the shortest distance between a compelling vision and incredible software. His depth of understanding of a customer's problem, ability to articulate a solution, and then implement that solution in record time is nothing short of amazing. Add to this that Sean is a really nice guy, and I would have to say that he is the complete package. It is an honor to work with him."

Jeff "JJ" Hunter
Director, Talent Strategy & Technology
Electronic Arts, Inc.



"I have had the pleasure of working with Sean in the last 6 months on a project that required his insight and expertise around a Talent Relationship Managment (TRM) solution. Sean is one of the few people I have met that can help tie in the complex elements of recruiting/sourcing/pipelining with a business/technical solution."

Rob McIntosh
US Soucing Lead
Deloitte


"I have had the privilege of working with Sean for the past year+ designing, developing and implementing EA's global talent acquisition CRM solution. Sean is innovative, solutions focused, reliable with high integrity and has been a key in rolling out a cutting edge, scaleable tool. Sean is customer focused and an absolute pleasure to work with. If you ever have an opportunity to work with Sean I would jump at the chance and I recommend him without hesitation!"
Kristi Cavanagh
Manager, Talent Strategy & Resourcing at Electronic Arts
Electronic Arts


Dan Hilbert "Sean Rehder is one of the most competent, bright and dedicated talent leaders I've met in the past three years since my return to the talent industry. Sean posseses an adept vision of where the market is headed. He understands and utilizes advanced technologies, advanced best processes and sound business savvy. His caring for his customers is extraordinary."

Dan Hilbert
CEO at Orca Eyes,
Employment Manager at
Valero Energy Corp.



Dan HilbertI was the founder of ABE Staffing Services and worked with Sean when we were growing our compliance company. As an added bit of information, our company was founded in 1994 with no clients and zero income. Sean came to us in 97. By 2001, we were at $100 million a year in revenue and employing 1500 payrolled individuals. This growth and the supporting infrastructure was largely built on Sean's initiatives.

Cris Hammond
Founder
ABE Staffing Services, Inc. now WorkforceLogic.com



Dan Hilbert"Sean is a talented and knowledgeable Talent Consultant. He is responsive and thorough in his approach and contributes well to a team if needed. He is extremely up-to-date on most issues relevant to the talent management marketplace despite the ever changing demands placed on companies and individuals. I'd recommend Sean as a consultant or emloyee without hesitation."

Sidney Bateman Recruiter
Maritz Inc.


Dan Hilbert"Sean is absolutely an contingent workforce expert. He has valuable, practical knowledge with recrutiing, engaging and managing the complex issues surrounding contract talent. Sean is also a pleasure to work with. I highly recommend Sean."

Gene Zaino
President
MyBizOffice



Dan Hilbert"Sean's wealth and breadth of knowledge and experience in the Contingent Staffing arena has made him an invaluable resource for me to tap into. There are so few individuals in this industry who truly understand this relatively new terrain of contingent professional staffing, and Sean is one of them."

Terri Gallagher
National Account Manager
Taleo



"Sean is the go to guy for designing and implementing next generation of recruiting technology solutions. He is smart, passionate and driven for success in all that he does. As a business partner, we rely heavily on him for his expertise and he never lets us down. I highly recommend Sean without reservation!"

Cicile Aitken
Lead Software Engineer Recruiter
Electronic Arts



"Sean has an excellent reputation in the field of contractor compliance. Sean built an on-line web based application to support our product that allowed us to provide our clients with timely service. Sean during his tenure at ABE was one of the most highly respected individuals within our company for his level of expertise."

Stephanie Ellis
Director, Compliance Services
WorkforceLogic.com
 

Sunday, September 02, 2007

Podtech Video: Internet Strategiest Bryan Rhoads
Posted by Sean Rehder (Permalink) | 0 Comments


Jeremiah Owyang interviews Bryan Rhoads, Intel's internet and marketing strategist. He's helping the company embrace social media, cultivate communities and use new conversational tools. This interview takes place at the Internet Strategy Forum Summit in Portland, in July 2007.

Learn how a large technology company adopts these new tools, improves from its lessons and embraces community. Robert Scoble chimes in with additional commentary and questions.

Tags: , , , ,



Friday, August 24, 2007

Talent Shortage Puts Abbott Exec In Proactive Mode
Posted by Sean Rehder (Permalink) | 0 Comments


Excerpt...

"The drug industry's new-product pipeline isn't the only thing that's down to a trickle. The talent pool is dwindling, too.

Higher education has not kept pace with the needs of Big Pharma or biotech, says Stephen Fussell, senior vice president of human resources at Abbott Laboratories (NYSE:ABT) ABT.

Abbott has 70,000 employees. It adds about 12,000 a year and loses about 5,000 for a net increase of 7,000. The company needs people with undergraduate and advanced degrees for jobs ranging from sales rep to laboratory researcher."

Full Article -->


Tuesday, August 21, 2007

But Sweety, it Comes With Free Shipping
Posted by Sean Rehder (Permalink) | 0 Comments


As anyone in my family will tell you, I love my electronic toys and lately I have been eyeballing Apples whenever I can...sooner or later I'm going to get one. Merlin Mann gave my his two cents and said go with the Mac Book, or Mac Book Pro if I can cover the added cost. And that's the thing with Apple, they cost more...but everyone I talk to who has dumped Bill Gates (its not you, its me) and goes and gets an Apple absolutely love it.

Now, its common knowledge that HR is the red headed step child to corporate IT departments. So, of course, recruiters usually get crappy equipment and the security guys in IT don't quite understand why recruiters need to get on personal networking sites like LinkedIn or Facebook and why a recruiter's secruity permissions need to be different than everyone elses. Recently I was talking to a recruiter asking about his "technology capabilities" and he said, "think of brick sitting on your desk... that's what I have." That's a shame.

I'm not crazy or rich, but if I was either I would be ordering this Mac right now. With all my "wants," this bad boy comes in at cool $17,074.00 including two drive-in sized monitors. Boy, could I change the world with this thing. Of course, my wife would go get her knife on the spot and as she says, "get to cutt'n" me up.

I'm a big believer that the sword in a Recruiting Samurai's arsenal is the simple telephone. So what if recruiters had kick ass tools...would they be more productive? Depends on what you define recruiting as.

The No Scenario

To me, if we are talking about "post and pray" recruiting, then the answer is no... because that's not recruiting...that's processsing. Can you say outsoure? If that's the case then go get the cheapest Dell model you can find...make sure it has email and an internet connection..and your set.

The Yes Scenario

To me, when I say you are "recruiting someone" that means that you, or your recruiting department together, have to do the 5 following things:
  1. Find them. They didn't find you.
  2. Establish two way communication. The hardest thing to do in "passive recruiting."
  3. Gain their interest. Why should they come work for you.
  4. Qualify them. Are they right for your company now or maybe for later? If not, should they "be in your network."
  5. Get them hired. Getting them hired is your job, not the hiring manager's job.

I know my last point may go against a lot of corporate recruiter's beliefs that "hiring" is the hiring manager's job and a recruiters job is to find people or submit resumes...I just don't buy into that.

So, what I like about the new Apple's and their technology is their ability to create and deliver a message. The message usually comes down to a "hey, this is me and who I am" which is exactly what "high end" recruiters do. They relate before they recruit. They give before they get. They make the "talent" want to know them because it "pays off" in different ways. That pay off could come in a new job, good advice, interesting information, etc. It cuts the communication gap and once you have communication (item #2), you can take care of everything else. But without it, you can't do anything.


Monday, August 20, 2007

Yes! I've been waiting for this. iPhone meets Salesforce.com
Posted by Sean Rehder (Permalink) | 0 Comments


GoKubi.com is the blog of a Salesforce.com guru and he just posted up one of his tricks in regards to the Apple iPhone and Salesforce.com.

So, for all my clients using Salesforce for their talent acquisition and recruiting... before we could "get at the data" with a blackberry / treo. Now, it looks like it can also be done through the iPhone, too. Yet another reason why I need to get one of these things.

Because both the iPhone and Salesforce.com are "web based" apps, the future for integration between the two is very exciting. With company's like Ryan Money's HireVue.com, which is a web based app that provides pre-determined video interviews (not resumes!), providing web based interviews...how cool would it be to go through a set of interviews on your iPhone on your way home...as long you ain't driving.

I don't know if this capability exists right now, but the future is bright.


Saturday, August 18, 2007

GTD and Recruiting
Posted by Sean Rehder (Permalink) | 0 Comments


Getting Things Done (GTD) is a time management theory/practice made popular by David Allen and his book Getting Things Done, I have a copy and am constantly pulling it out looking through it like a hypo-chrondiac goes through their medicine cabinet. I'm going to start blogging a little bit on how I am trying to incorporate GTD concepts and methods into corporate recruiting processes.

I'll start with a post from 43folders.com, a blog I've been following since I first heard of GTD. Its blogger is Merlin Mann who is both very smart...and very funny... in sort of a Seinfeld kind of way. He's also a Apple fanatic and has been gracious enough to exchange some emails with me recently giving me some advice on purchasing the right Apple computer.

I grew up with Macs (my dad in in the public education system so I got to use his) and am finally making the move back in both the home use and professional use. I was recently at Genentech and noticed their employees with Macs and then I heard internal people at Salesforce.com were getting macs and I also made a visit to Apple and everyone had macs...and iPhones...of course. Its good to see common sense/personal productivity making its way back into corporate America.

I recently spoke to a recruiter at a large company (will remain nameless) and I asked what types of computers their IT department gives them. He said, "think of a brick sitting on your desk and you will know what I'm working with."

Anyways... here is some of Merlin's post for the newly informed.
  1. Reduce noise - We all have innumerable inboxes, interruptions, and distractions that are part of work and life — you can’t change that. What you can do is get more hard-nosed about the elective diversions that you invite into your world. Cancel a subscription for a magazine you never read or sign off an annoying mailing list. Needles get easier to find when you aren’t constantly adding new hay to the stack.

  2. Write things down - Ever find a piece of paper in your office with seven digits on it? You know it’s a phone number, but whose? Get ruthless about jotting down ephemeral information if you’ll need to recall it later. Remember that your brain is a creative organ with limitless creative possibilities — but it makes a really crummy whiteboard.

  3. Focus on action - My favorite productivity book, “Getting Things Done” highlights how anything you want to do in life eventually comes down to intentional physical activity — even if it’s something as mundane as “take out trash” and “call Mom.” Learn the habit of planning your world around action verbs rather than fuzzy nouns. “Implement Strategy” is not a task; it’s a project. “Call Jim about strategy” is a very do-able “next action” that keeps the ball in motion.

  4. Get out of your inbox - Many of us are habituated to living out of our email inbox, voicemail, and the other “in baskets” of our lives. Instead, try to set aside regular, periodic times when you trawl for the new content in your life — then get back to work! Inboxes are delivery systems, not workspaces. The real work is happening in your brain and practically every other place that’s not an inbox. Stop allowing yourself to be brow-beaten by the latest, loudest, or most dramatic item that’s landed in your world.

  5. Get pickier - You are the sole person in your life who gets to decide where your time and attention can go. Take that responsibility seriously by not wasting time on junk. You know in your heart what’s really important to you — does the current direction of your time and attention reflect that? Is “kid hugging” time where it should be in proportion to “Blackberry checking” time? Be mindful at the highest level about where you focus your energy, and always strive not to squander it on undeserving activities.
More to follow in the future.


Friday, August 03, 2007

From Across the Pond: Looks Like They are Having the Same Issues
Posted by Sean Rehder (Permalink) | 0 Comments


Talent Remains in Short Supply for Finance Roles Across England...

"Research conducted by leading financial recruiter, ECHM, has revealed that finance hiring levels are set to increase significantly over the next 12 months and as finance talent pools continue to contract, companies are placing a greater emphasis on their overall employee offering to attract and retain skilled professionals rather than relying on basic salary alone. Talent management, compensation, and training and development teams are working together to deliver transparent career paths, performance based compensation packages and sophisticated training and development programmes to bolster their ability to attract, develop and retain the right talent for their businesses."


Tuesday, June 05, 2007

10 ways to get a grip on your e-mail
Posted by Sean Rehder (Permalink) | 0 Comments


By Anne Fisher, Fortune senior writer

"(Fortune) -- Here is a startling bit of arithmetic: If you get and send 100 e-mails a day, that adds up to 24,000 messages annually, on which you probably spend an average of 100 workdays. If you could manage to reduce the amount of e-mail you send and receive by 20%, you'd free up 20 workdays a year to use for other things, like thinking up new ideas that could help further your career or, heck, taking a longer vacation."

Here they are (full details):
  1. Send less
  2. Quit boomeranging
  3. Stop - then send
  4. Be polite, up to a point
  5. Schedule live conversations
  6. Strengthen your subject lines
  7. Structure matters
  8. Save purposefully
  9. File smart
  10. Coach - or suffer


Sunday, May 20, 2007

Proof of the Need for Process in Corporate Recruiting
Posted by Sean Rehder (Permalink) | 1 Comments


With all the talk about social networks and virtual networks, myspace.com and facebook.com, google and zoominfo...there still remains the dire need to "flip" leads into contacts in the world of corporate recruiting.

More importantly, to make this "flipping" part of your corporate recruiting department's process. Something that is defined... something where action is taken... something where it is measured... and something that is repeatable and "builds" rather than transactional. That's process.

LinkedIn.com just posted this recruiter position on David Manaster's ERE job board. This backs up my belief. I think LinkedIn is a fantastic tool (I have close to 2ooo connectons) and probably has the best "professional network" out there. That just goes to show you that you can have all the "connections" in the world but if you don't know how to "flip" them into contacts that your company is in communication with...they're absolutely meaningless. I'll be the first to say that the toughest job a recruiter has is to get calls returned. It also happens to be the most important piece of recruiting, too... in my opinion... because it shows the "true strength" of your network. The best recruiter on a team is not necessarily the one making the most calls... they're the one taking the most calls.

On Monday I'm a doing webinar with David Creelman for HR.com titled "Supercharged Recruiting." It will be in regards to implementing Contact Relationship Management (CRM) principles, practices, and models in today's corporate recruiting and talent management departments using the Salesforce.com platform. Not only does this model use process... it includes workflow automation, lead to contact process, metric reporting like you've never seen before, and an overall tie in to your business products or services. Its pretty cool.


The Changing HR Profession
Posted by Sean Rehder (Permalink) | 0 Comments


"In the old days, companies had delivery boys who scooted around with packages," explains David Creelman, chief executive of Creelman Research, a Toronto-based HR consulting firm. "Today all those jobs have disappeared because of Federal Express. We're rapidly approaching the point where HR will be like that, where companies will use outside vendors for all but the strategic level of tasks."

Read more.


Wednesday, May 02, 2007

Save People or Jobs?
Posted by Sean Rehder (Permalink) | 0 Comments


By Anya Kamenetz
I generally am diverted by David Leonhardt's Economix column in the NYT business section Wednesdays. Yesterday he argued that what we think we know about what's ailing the American workforce may not be so. While the growth of inequality ...
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