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This profile was last updated on 11/24/14  and contains information from public web pages and contributions from the ZoomInfo community.

Peter Marinilli

Wrong Peter Marinilli?

Managing Partner

Target Consulting Group SALES PLACEMENT SPECIALISTS
Target Consulting Group LLC
960 Turnpike Street
Canton, Massachusetts 02021
United States

Company Description: Sales recruiting firm serving Massachusetts, New Hampshire, Rhode Island, and Connecticut.
Background

Employment History

118 Total References
Web References
Board of Directors | MAPSweb
www.mapsweb.org, 30 Jan 2014 [cached]
Peter Marinilli, CSP South Regional VP Target Consulting Group 1044 Central Street Stoughton, MA. 02072 Tel: 888 511-JOBS Fax: 781 297-3873 homalley@targetrecruiters.com
Peter Marinilli, CEO of the ...
www.SeePastIT.co.uk, 1 Dec 2008 [cached]
Peter Marinilli, CEO of the Massachusetts professional sales recruitment firm Target Cosnulting Group, LLC, offers advice on dealing with downsizing in an article for Selling Power magazine and on his blog.
Capella University Student Named Program Manager for the Joint Staff Training Program at the Pentagon
The Bulls-Eye View
www.targetconsulting.com, 14 May 2014 [cached]
Peter Marinilli, CPC Managing Partner
Assess Your Skills:
...
"Ariana is one of the most talented recruiters I've ever met," said Peter Marinilli, Managing Partner of Target Consulting Group.
Contact Us | MAPSweb
www.mapsweb.org, 17 Oct 2013 [cached]
Mr. Peter Marinilli, CSP Target Consulting Group 1044 Central Street Stoughton, MA. 02072 Tel:
Recruiting Specialists in Massachusetts, New Hampshire, Rhode Island, and Connecticut.
targetconsulting.com, 12 Mar 2008 [cached]
"Human Resource departments, or anyone involved in the hiring process, put a great deal of emphasis on work experience, and for good reason," says Peter Marinilli, CPC, CSP, managing partner at Target Consulting Group, sales placement specialists. "However, a single sheet of paper often forces candidates and recruiters or hiring managers to condense experience and skills into just one number for the purposes of a résumé. Screening candidates on the basis of years is a dangerous practice, especially in sales staffing."
Marinilli admits there are exceptions, such as higher-level positions where some of the experience and talent required can only be gained with time; however, he maintains that for most sales positions, a young hire can be a smart choice. Here he states his case:
"Younger hires are adaptable," Marinilli says, "and very willing to learn. They are usually quick to catch on and also don't need to be broken of bad habits or another company's differing methods."
Most young people looking for employment are driven, Marinilli adds. "The expectation of being underestimated fuels younger employees with the desire to prove themselves," he says. "This creates a strong work ethic and a willingness to tackle challenges."
Another point that most employers would find beneficial is that hiring a recent college grad is usually less expensive than hiring someone who's been in the field a while.
"Fewer years does often mean lower pay demands, as higher salaries are seen as something to aspire to," Marinilli says. "Twenty-somethings also have fewer responsibilities (read: bills), so they can afford to start at a lower rate.
"A younger employee has more time to stay with a company since they have more years ahead of them," Marinilli adds. "They are also more likely to feel a connection or commitment to their first job."
While Marinilli isn't advocating hiring solely on age, he is asking that employers not define a candidate by one narrow number.
"Think long-term and look at all candidates with an open mind," Marinilli says.
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