Meet Our Staff
Employee Highlight
Criel De Mesa CEO/President,
This being our first edition of the Cosmopolitan Quarterly I felt it would be fitting to introduce the founder of our organization as the first person highlighted from our staff.
In the coming months you will get a closer look at Cosmopolitan, as we share our culture, who we are, our backgrounds and the different paths our employees comes from.
Criel started Cosmopolitan Staffing in 1999 and has strategically positioned and grown the company from a one office operation to a regional leader in the Tristate area. With a pressence in New York to the West Coast. He is actively involved in the day-to-day operations of Cosmopolitan Staffing, from account management to strategic decision-making.
Before starting Cosmopolitan, Criel studied Business with a focus in Accounting at Bernard Baruch College in Manhattan.
After graduting as a Deans List student Criel was recruited as a staff accountant at Medicia a regional contract manufacturer of personal care products, over-the-counter (OTC) drug preparations and private label products. Where he rose the ranks to eventually becoming the company's CFO.
During his time at Medicia, Criel expanded the company financially 10 fold within a five year span by developing lean manufacturing practices and by introducing innovative labor outsourcing solutions into the manufacturing end of the firm, which helped cut costs while improving production which promoted cost savings and value to both the firm and to the customers while also attracting new clients
Wednesday, June 23, 2010
Hustle, Not Talent
I believe in hustle.
Hustle to me is a state of mind. It is a combination of working hard and working quickly. You make mistakes quicker, you make adjustments quicker and you have success quicker. Not only that but once you find success, you sustain that success through continuing the cycle.
Hustle doesn’t take a college degree or pedigree. You don’t have to be privileged to hustle. In fact, those with lesser talent, education or advantage can put hustle to better use and see a greater increase in results.
Why do I believe in hustle?
We talk about talent all day in HR and recruiting. Who has the most talent? Why does “B” or “C” level talent drag organizations down? How can you get rock star talent?
Early in my career, I was not talented though. I don’t think I was any company’s ideal candidate for any job. So how did an average student from a state school eventually get to where I am today?
Hustle.
I worked 40+ hours a week during school in management roles. When I went from management into HR, I didn’t have the skills I needed so I networked, researched and read everything about HR. When I started my blog, I tried to learn everything I could about the technology, how to attract readers and what to write about.
I get both excited and anxious about the unknown. I know what a HR generalist does on any given day but I don’t know what a Community Director is supposed to do. Am I missing things? Should I be spending more time reaching out? Should I be spending less time moderating online message boards? Yet as I’ve continued to live in this hustle world, I’ve quickly found out that I will learn it quickly (and relearn it, and relearn it again).
In the end, this singular focus on identifying and cultivating “A” talent has driven me insane but I haven’t been able to put my finger on it until now. If everyone had a singular focus on talent, I wouldn’t have got my first management position at 19, I wouldn’t have gotten a break into full time HR at 26 and I wouldn’t have what I do today. I can say with certainty that I wasn’t “A” talent for any of those positions.
Finding talented people is important. There is no doubt about that. But how do you factor in other pieces of the puzzle that will impact performance (like hustle or passion for the job)? Pieces of the puzzle that might be more important to your organization than just the talent level.
Hustle to me is a state of mind. It is a combination of working hard and working quickly. You make mistakes quicker, you make adjustments quicker and you have success quicker. Not only that but once you find success, you sustain that success through continuing the cycle.
Hustle doesn’t take a college degree or pedigree. You don’t have to be privileged to hustle. In fact, those with lesser talent, education or advantage can put hustle to better use and see a greater increase in results.
Why do I believe in hustle?
We talk about talent all day in HR and recruiting. Who has the most talent? Why does “B” or “C” level talent drag organizations down? How can you get rock star talent?
Early in my career, I was not talented though. I don’t think I was any company’s ideal candidate for any job. So how did an average student from a state school eventually get to where I am today?
Hustle.
I worked 40+ hours a week during school in management roles. When I went from management into HR, I didn’t have the skills I needed so I networked, researched and read everything about HR. When I started my blog, I tried to learn everything I could about the technology, how to attract readers and what to write about.
I get both excited and anxious about the unknown. I know what a HR generalist does on any given day but I don’t know what a Community Director is supposed to do. Am I missing things? Should I be spending more time reaching out? Should I be spending less time moderating online message boards? Yet as I’ve continued to live in this hustle world, I’ve quickly found out that I will learn it quickly (and relearn it, and relearn it again).
In the end, this singular focus on identifying and cultivating “A” talent has driven me insane but I haven’t been able to put my finger on it until now. If everyone had a singular focus on talent, I wouldn’t have got my first management position at 19, I wouldn’t have gotten a break into full time HR at 26 and I wouldn’t have what I do today. I can say with certainty that I wasn’t “A” talent for any of those positions.
Finding talented people is important. There is no doubt about that. But how do you factor in other pieces of the puzzle that will impact performance (like hustle or passion for the job)? Pieces of the puzzle that might be more important to your organization than just the talent level.
Keep Your Company’s Costs Low and Save Your Job
Employers - how can you help keep your company’s costs low and save your job and the jobs of all of your company’s current employees? Like many of our clients, you can find a way through this dilemma with our Supplemental Staffing Program. Keep your costs low and boost the bottom line at the same time. Here’s how!
Authorities indicate all companies are struggling with the same problem – how to maintain or increase productivity while cutting costs. Everyone in HR knows that recruitment and hiring comes with a lot of ongoing costs and obligations including Benefits, Social Security, Medicare, Unemployment Taxes, Overhead, Workers Compensation Insurance, etc. It’s no wonder that many companies have stopped hiring at all!
The risk of course is that you might cut off your nose to spite your face. Companies cut jobs to save money on payroll. But in order to survive and prosper the work still needs to get done. If you are not careful, your company could wind up losing more money in lost revenue than you saved by cutting jobs in the first place.
Many of our clients find the solution with our Supplemental Staffing Program. They bring Cosmopolitan Staffing employees in on an as needed basis to fill positions either short term or long term without having to make a permanent commitment. They are able to increase productivity without all the normal recruiting hassles or ongoing associated costs that go with permanent hires. As Sam one of our long time clients said “We will always use Cosmopolitan because you always come through for us”. Cosmopolitan Staffing employees are talented, qualified individuals who have already been screened, had their skills assessed and their credentials verified. They are ready to start work in many different areas including customer service, administrative support, production lines, warehouses, etc.
The best part of our Supplemental Staffing Program is that our clients have the help they need when they need it, for only as long as they need it and they only pay for one line item – cost of labor. We do all the recruiting and screening work, and assume all the risk and liabilities associated with hiring permanent employees. Most importantly, you get the help you need at a fraction of the cost of increasing the size of your overall organization, your company saves money, increases productivity, is more profitable and fewer full time employees will be affected by any possible future layoffs. Don’t miss out, call today. We like you, let us help!
Authorities indicate all companies are struggling with the same problem – how to maintain or increase productivity while cutting costs. Everyone in HR knows that recruitment and hiring comes with a lot of ongoing costs and obligations including Benefits, Social Security, Medicare, Unemployment Taxes, Overhead, Workers Compensation Insurance, etc. It’s no wonder that many companies have stopped hiring at all!
The risk of course is that you might cut off your nose to spite your face. Companies cut jobs to save money on payroll. But in order to survive and prosper the work still needs to get done. If you are not careful, your company could wind up losing more money in lost revenue than you saved by cutting jobs in the first place.
Many of our clients find the solution with our Supplemental Staffing Program. They bring Cosmopolitan Staffing employees in on an as needed basis to fill positions either short term or long term without having to make a permanent commitment. They are able to increase productivity without all the normal recruiting hassles or ongoing associated costs that go with permanent hires. As Sam one of our long time clients said “We will always use Cosmopolitan because you always come through for us”. Cosmopolitan Staffing employees are talented, qualified individuals who have already been screened, had their skills assessed and their credentials verified. They are ready to start work in many different areas including customer service, administrative support, production lines, warehouses, etc.
The best part of our Supplemental Staffing Program is that our clients have the help they need when they need it, for only as long as they need it and they only pay for one line item – cost of labor. We do all the recruiting and screening work, and assume all the risk and liabilities associated with hiring permanent employees. Most importantly, you get the help you need at a fraction of the cost of increasing the size of your overall organization, your company saves money, increases productivity, is more profitable and fewer full time employees will be affected by any possible future layoffs. Don’t miss out, call today. We like you, let us help!
Tuesday, June 22, 2010
How to Select a Staffing Agency
How to Select a Staffing Agency
Using temporary staff is a great resource for companies of all sizes. Temporary employees fill voids in the work force everyday. The American Staffing Association defines a “temporary staffing service” as:
“A service whose business consists primarily of recruiting and hiring its own employees and assigning them to other organizations to support or supplement their workforces, or to provide assistance in special work situation such as employee absences, skill shortages, and seasonal workloads, or to perform special assignments or projects.”
Using temporary staff is a great resource for companies of all sizes. Temporary employees fill voids in the work force everyday. The American Staffing Association defines a “temporary staffing service” as:
“A service whose business consists primarily of recruiting and hiring its own employees and assigning them to other organizations to support or supplement their workforces, or to provide assistance in special work situation such as employee absences, skill shortages, and seasonal workloads, or to perform special assignments or projects.”
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