We Strategize YOU Capitalize

Talk Strategy
Staffing as a Strategy not an Agency

Staffing as a Strategy not an Agency

What makes us different?

TRUST. DEPENDABILITY. INTEGRITY.

w w w.StrategyStaf fing.com December 2015

“The challenge of leadership is to be strong, but not rude; be kind, but not weak;
be bold, but not bully; be thoughtful, but not lazy; be humble, but not timid;
be proud, but not arrogant; have humor, but without folly.”
- Jim Rohn, 1930-2009

We strategize, YOU Capitalize

Welcome to
Talk Strategy,
the official
newsletter
of Strategy
Staffing. We’re very glad that
you have the opportunity to
learn more about us through
this newsletter. In the premier
and coming editions we will
explore staffing issues and
trends, and keep you informed
about upcoming events and
our organization.
As you will find out we’re not
an ordinary Staffing Agency.
We understand the difficulties
that employers and employees
face in today’s marketplace and
we’re dedicated to thinking out-
side the norm and using inno-
vative staffing solutions. More
importantly, we utilize a simple,
yet proven method: working
closely with our clients.
All too often, Staffing Agencies
operate under a cookie-cutter
method where they stockpile
lists of anyone who comes in
looking for a job and promise
them the world whether they
have the right credentials or
not. Then the recruiters just
send out countless candidates
to their clients and hope for the
best. The result? The experi-
ence is going to be frustrating
for both parties and who is to
blame for that? The Staffing
Agency, of course! And we re-
fuse to operate like that.
The goal of a Staffing Agency is
to find the right person with the
proper skills and training for the
right job. We pride ourselves in
how closely we work with our
clients and build relationships
with them. We also help candi-
dates with their careers not just
get them jobs. By knowing our
partners inside out and building
trust, we can quickly and effi-
ciently find the best candidates.
We operate under a core belief
system of trust, dependability
and integrity. It’s our driving en-
gine as we devote all our ener-
gy and enthusiasm into provid-
ing staffing solutions for clients
based on our knowledge and
experience. In other words, We
Strategize YOU Capitalize.
Lori A. Sottilotta, CEO

Upcoming Events
Focus : Hotel Management
Ft. Lauderdale
Career Fair H otel Managers are the
backbone of the Hos-
pitality Industry. They wear
Thurs., Dec 10, 2015,
several hats in their field, from
11AM - 2PM
running daily operations to
Sheraton Fort Lauderdale
representing their hotels. Hotel
Airport Hotel
Managers work with behind-
1825 Griffin Rd,
the-scenes personnel to en-
Dania Beach, FL 33004 sure that hotel guests’ needs
are met and that the hotels are
Be sure to mention our well maintained. Among their
newsletter Talk Strategy
and receive a
exhaustive duties, Hotel Man- Being a Hotel Manager is a is because Hotel Managers
free gift from us! agers are in charge of financ- challenging but rewarding are actively involved with all
While supplies last. es, sales, work with vendors position and requires a lot types of personnel from front
and deal directly with guests. of skills. Part of that reason continued on page 4
1
 What are Employers/
Employees looking for?
n In today’s workplace, it may
Iseem as if what employers
and employees are looking for
are conflicting, but rather com-
plementary.
Employers
First of all, they want depend-
able employees who can earn
employers’ trust and con-
fidence. Being dependable
demonstrates an ability to
take ownership of a job and all
the responsibilities that come
with a position. That would in-
clude important qualities
like completing tasks in
a timely and competent
manner, coming in to
work on time, represent-
ing the company well, fol-
lowing rules and policies,
and displaying a profes-
sional demeanor in the
work place.
Employers are also look-
ing for self-motivated
people who show initia-
tive and come up with
solutions. Honestly, most
employers are very busy
people. They have their own
tasks and responsibilities and
often don’t have the time to hold
employees’ hands, figuratively
speaking. That is why they look
for employees who can rise to
the occasion and get the job
done despite any obstacles.
In the employers’ eyes, em-
ployees should have positive
attitudes and be team players
who work well with others and
fit into the work culture. People
who have these characteristics
know how to listen to others, are
optimistic when tackling difficult
situations, and willingly pitch in
to help out in many ways. Also
by having a positive outlook at
work, it helps with completing
tasks and improves morale in
the workplace.
Employees
On the other side of the equa-
tion, employees want jobs that
have room for growth and pro-
mote their careers. Employees
want to feel as if their positions
will lead to new challenges
and new prospects whether
it be promotions or additional
responsibilities.
Employees also desire a
healthy work environment
Both employers
and employees are
looking for good
communication from
each other
where they are supported and
respected by their peers and
supervisors. Usually a posi-
tive and engaging workplace
is engendered by employers.
They set the tone of the work-
place and making employees
feel valued goes a long way to
strengthening morale and pro-
moting a positive environment.
Employers can’t just expect
to throw assignments at their
employees and abandon
2 Staffing as a Strategy not an Agency
top 10
Top 10 Reasons To
Join Strategy Staffing
them. They must take the time
to provide the needed support 10
and it can be done through It’s the best place to
small, but meaningful ways. find a career, not a job
Offer simple praises and en-
couraging words, check up on 9
how the work is proceeding We take time to learn
(without being overbearing), your needs and goals
and be as available as possi-
ble to provide support. 8
Our truly unique
One of the best ways of pro- business model will advance
viding support is through good your career
communication. Actually, both
employers and employees are 7
You won’t ever be given empty
promises from us
6
No matter how long it takes,
we will find the best position
for you
5
Your resume won’t
be sent out to other
companies without your
permission or knowledge
4
We always keep you
informed about the
looking for good communica- status of a position
tion from each other. Employ-
ees seek honest feedback on 3
how they’re performing and You will never be asked
can improve, while employ- to misrepresent yourself
ers need employees to be
open with them. Both need to 2
keep each other updated on Our staff will work closely with
professional and personal you to find the best position
changes that impact the work- not just any job
place and projects.
1
It’s needless to say that both We will always support
parties must know how to ap- you and treat you with dignity
proach each other and com- and respect
municate effectively by being
professional while clearly con-
veying a message. Above all,
communication leads to a mu-
We Strategize YOU Capitalize
tually supportive workplace
where both parties can achieve We Strategize YOU Capitalize
what they’re looking for.
Staffing as a Strategy not an Agency
 Gotta Lotta Sottilotta
Job vs. Career: Two Different Words,
Two Different Outlooks
W henever I interview po-
tential candidates for
Strategy Staffing, I always ask
a simple question, “Is this posi-
tion a job or is this your career?”
As expected, I normally get
that unique deer-in-the-head-
light look. That one look tells
me that they haven’t consid-
ered that important question. If
you’re looking for employment,
you should have a well-pre-
pared answer to that question.
Are you looking for a job or a
career? Think carefully before
answering because it will de-
termine where you will work,
and could have a significant
impact on your advancement
opportunities. Let’s consider
the differences between those
two words.
When you look up the word
job in a dictionary, you’ll find
that a job is described as “a
paid position of regular em-
ployment.” You show up for
your job, you do what is re-
quired, and you go home at
the end of the day. Simple.
You don’t really have to give it
much thought.
The word career, on the oth-
er hand, has a very different
meaning. It’s an occupation
undertaken for a long time.
Your career is a journey – with
twists and turns, highs and
lows, and lots of opportunities
for progress.
Telling others that you have
a job tells your company that
you are there, with minimal
investment, only until some-
thing better comes along! On
the other hand, telling people
that you have a career tells
the company that you are with
them for the long haul, even if
it doesn’t put that extra dollar
in your pocket right away. This
can be the deciding factor in a
hiring process.
Are you looking
for a job or a career?
Think carefully
For the employer, this decision
depends on if the employer is
looking for a warm body to fill a
seat or the right person for the
position. The right person is
someone who wants a career.
Here’s a secret, interviewers
can easily tell if a potential em-
ployee is just looking for a job
or wants a career. I certainly
can. Don’t say in the interview,
“Of course, I’m looking for
a career,” when you’re really
looking for a job that will pay
for your smartphone, some
new outfit and, oh yeah, that
Caribbean cruise in July that
you HAVE to go on.
Before I founded Strategy
Staffing, I worked for many
places and met many people
3
who worked at jobs instead of
their careers. I saw how un-
enthusiastic they were about
what they did for a living and
so did everyone else, includ-
ing their supervisors. Honest-
ly, they rarely lasted long.
At the same time, I also met
many people who were fo-
cused on their careers and
took on challenges with a pas-
sion. They genuinely wanted
to better themselves and they
cared about how their work
helped the company.
Here’s a very good test to tell
the difference.
When you wake up for work:
• Are you miserable that you
have to go to work?
• Do you have excuses running
through your mind that would
allow you to get out of going
to work, like:
•M y dog swallowed my
car keys…
• My Aunt Gertrude is sick…
Or, do you:
• Wake up enthusiastic?
• Walk into work with a smile
and an enthusiastic, “Good
morning!”
• Are you missed when you’re
not in the office? Do people
notice that your contribution
is missing?
The former is a job, the latter,
is a career
Most of your waking time
is spent where you work.
Wouldn’t you rather be
spending your valuable time
doing something that you
enjoy and will allow you to
grow? Or would you rather do
just enough to get by and kill
time until the end of the day?
I see that many people look-
ing for employment today have
this instant gratification men-
tality and they want the big
bucks right now! What they
don’t realize is that in the long
run, a career is much more
gratifying and rewarding for
them and the company.
A good company recognizes
your career goals and will act
accordingly to provide opportu-
nities for you. Yes, that means
promotions and other rewards
for growing your career.
At Strategy Staffing, we can
help you find a company that
will provide the right career
opportunity for you. Get start-
ed right away and contact us
for more information. We’re
more than happy and able to
assist you in every way with
your career. That is because
helping you with your career is
our career!
Until next time, I’ve gotta ‘Lotta
advice about your career!
Lori A. Sottilotta, CEO
Trust. Dependability. Integrity
T hese core values are what
make us at Strategy Staff-
ing different. They guide us
with our mission, which is to
serve our clients by providing
the highest quality profession-
al services and leveraging the
experience, expertise and cre-
ative thinking of our clients,
staff and network of partners to
address the business challeng-
es facing our clients.
Focus cont.
perienced professionals, and
we provide them with a col-
laborative culture that allows
continued from page 1
desk agents to food servers
to maintenance workers to
ified, selected and retained.
That doesn’t just denote hav-
ing relevant skills, but hav-
them to grow both personally housekeeping staff. They’re ing the proper demeanor for
and professionally while de- responsible for hiring staff and a particular hotel. Strategy
livering outstanding results are the point of contact with Staffing’s recruiting team of-
for our clients. Staffing Agencies whenever fers flexible staffing solutions
they need to procure staff. in all areas of Hospitality
Strategy Staffing’s vision is to for Hotel Managers that are
be the most trusted, depend- Good Staffing Agencies will based on what the hotels re-
able and integral partner of our work closely with Hotel Man- quire at the time. Hotel Man-
clients. We want to be recog- agers so that the people agers who utilize Strategy
nized by our clients, the mar- sent to work at hotels have Staffing can be assured that
We Strategize YOU Capitalize We Strategize YOU Capitalize

We pride ourselves on at- ketplace and our communities the proper credentials. This they can be provided with
tracting and keeping the for delivering personal excel- means that Hospitality Per-
We Strategize YOU Capitalize
only the most qualified Hospi- We Strategize YOU Capitalize

most knowledgeable and ex- lence in everything we do. sonnel must be properly ver- tality Personnel.
Staffing as a Strategy not an Agency Staffing as a Strategy not an Agency

ask the experts Staffing as a Strategy not an Agency Staffing as a Strategy not an Agency

Alex R., Business Owner Asks:
“How do companies with under 100
employees structure their cost?”
Our Expert:
companies that are listed on the stock
market and look at their publicly available
financials. These numbers are well broken
out in financial statements found in com-
pany 10-Ks.
to see how their costs are similar, with a
range of possibilities. For example, you
might see that advertising costs or sales
and marketing expenses, fall out in a range
of 5-10% or 10-20% of revenue over time.
We Strategize YOU Capitalize

“Benchmarking against competitors is a Even though your company may be small-

good place to begin to understand how to Once you have several years of finan- er, these expense ratios can still be used to We Strategize YOU Capitalize

structure cost allocation. Find compatible cials for several companies, you will begin inform your cost allocation.”
Staffing as a Strategy not an Agency

References ~ talk strategy STAFF ~

EDITOR-in-chief / CEO:
Staffing as a Strategy not an Agency

Lori A. Sottilotta
“Outsourcing has become a very normal business process for lsottilotta @ StrategyStaffing.com
many businesses large and small. I see outsourcing
of services continuing to grow in utilization so that Editor & Senior Writer:
business owners can focus on meeting their goals José Soto
with success and capitalizing to their greatest advantage.” jsoto @ StrategyStaffing.com
Dir. of Business Development & Client Relations:
Melissa Mancuso,
Melissa Mancuso
Director of Business Development mmancuso @ StrategyStaffing.com

Director of Marketing & Advertising:

Allen Kushner
akushner@ StrategyStaffing.com

Executive Administrator to ceo:

Teresa Mancuso
tmancuso @ StrategyStaffing.com

Material printed in Talk Strategy is for informational purposes

We Strategize YOU Capitalize only and should not be relied upon nor acted on as legal
opinion or advice.

Talk Strategy is published by Strategy Staffing and no portion

www.StrategyStaffing.com may be reproduced without written permission.

Toll free: 888.850.3771 • Fax: 888.850.3765 Copyright: 2015