Purple Squirrel Definition
The term “purple squirrel” is commonly used by recruiters and HR managers to describe a candidate who not only meets the basic job requirements but also possesses outstanding qualities or specialized skills that set them apart from other applicants. This may include a combination of expertise, industry specific knowledge and positive personal characteristics.
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Advantages of Hiring Purple Squirrel
Adds value to the organization: The ideal candidate with the qualifications, skills, experience and knowledge can greatly contribute to the company’s value and enhance their work environment.
Inspires colleagues: Employees might be inspired by this squirrel and may strive to compete with such a candidate. As a result, other employees will be motivated to work.
Reduced need for training: Since these ideal candidates are already skilled and qualified, there is time and cost required for their training unless specifically requested or necessary by the candidate.
Strategies for Hiring Purple Squirrel
When it comes to attracting and selecting candidates the approach differs slightly from recruiting regular candidates. It’s important to consider factors, such as reassessing if you truly require such a qualified candidate and how to mitigate any potential risks they may pose.
Here are five important tips to consider:
1. Understand your goals and create a strategy.
Before starting any project or task it’s crucial to conduct research. Learn about the candidates you’re targeting. Their background, expectations and the work environment they prefer.
Each recruiter may have definitions of a candidate so creating candidate personas can help you better understand your talent acquisition needs.
Once your research is complete, develop and implement an action plan that includes your hiring process. How you plan to attract candidates from the talent pool.
2. Promote your business brand.
Recruiters understand the value of marketing and promoting their company’s brand.
Recruitment involves an amount of advertising because it’s one of the ways to attract talent. Purple squirrels will only take notice of your job postings and career sites if your marketing efforts stand out in their areas of interest. Many candidates may simply ignore job advertisements. Attracting purple squirrels requires even more strategic efforts.
3. When posting a job position it’s important to avoid relying on descriptions.
Instead showcase the company culture. Establish an online presence for the business brand across digital platforms. Utilize social media sites, email marketing, content marketing, job alerts and drip campaigns.
4. Differentiate between desirable skills
When assessing resumes, it’s important to consider whether all the listed skills are truly essential or not. Before making a hiring decision ask yourself which skills are absolutely crucial for the job. Focus on those abilities. Exclude any rarely used or trainable skills that can be acquired on the job.
Once you have identified the required skills it will become easier to find candidates. Some applicants may already possess a plethora of skills. It’s crucial to determine which among them is truly vital for the job.
5. Foster a work environment
Creating a work culture is essential for both employees and potential candidates.
All employees should be treated with respect. Strive for a balance between fostering competitiveness and providing activities as candidates (highly skilled ones) value this aspect.
A positive work culture will encourage competition among employees while eliminating any sense of threat from one employee towards another. Additionally, this will also contribute to enhancing the reputation of the organization.
A reputable organization lures and captures them. They engage in team building activities, conduct sessions and ensure an onboarding process for new recruits.
6. It’s important to not overlook applicants during the hiring process.
Using exceptional candidates or top-notch competitors doesn’t mean that recruiters and hiring managers should overlook candidates. Finding the match brings value to your company. That doesn’t mean other job seekers can’t do the same.
Recruitment should be a process, not one sided.
Course, selecting based on skills, expertise, knowledge and experience is crucial. Not every candidate is flawless. Some seek growth and development opportunities provided by companies.
When hiring it’s important to consider all job applicants, from the talent pool. This will contribute to recruitment practices and inclusivity. Embrace fair and unbiased business strategies.
Is It Worth All the Hype?
If you’ve weighed the pros and cons carefully you already know that the answer is both yes and no.
There’s no denying that for a recruiter finding the perfect fit, for a role can feel like falling in love for the time. But what happens when all employees working in that role are exceptional? Who will you train? Who will benefit from learning experiences?
Additionally, how can you eliminate the risk associated with relying on candidates? Taking such a risk won’t really foster a work environment.
You should focus on finding candidates who’re willing to work with utmost dedication and enthusiasm.
Frequently Asked Questions
What is the purple squirrel concept about?
Answer: The term “purple squirrel” is often used by recruiters to describe a job candidate who possesses the combination of education, experience and skills that align perfectly with the requirements of a specific job.
How can one become the candidate that businesses are seeking?
Answer: To become the kind of candidate businesses are searching for it’s important to improve both your timeless skills. On the hand if you have a talent for communicating with people influencing them and persuading them it’s something you should keep honing.
What challenges do HR professionals face when it comes to attracting and retaining “purple squirrel” talent?
Answer: Recruiting a squirrel is like conquering a mountain. Recruiters must understand that they need to make an effort, than expecting everything to come easily.