What is a purple squirrel?
Definition: In recruitment terminology, a “purple squirrel” is a metaphor used to describe an ideal job candidate who perfectly matches a job’s requirements in every way, from education, experience, and skills, to personality traits and other qualifications.
The term suggests rarity, as finding such a candidate is as unlikely as finding a purple squirrel in nature.
These candidates are perceived as having precisely the right qualifications, industry experience, and soft skills, and they would be able to perform a job with little to no training.
However, the pursuit of a purple squirrel often results in prolonged vacancy and missed opportunities, as this level of perfection in a candidate is extremely rare or unrealistic. In many cases, the pursuit of such candidates reflects overly stringent or unrealistic job criteria rather than the job market itself.
History of the term
The term “purple squirrel” in the context of human resources and recruitment doesn’t have a well-documented historical origin, but it has been part of corporate lingo for several decades. It emerged from the challenge of finding candidates who perfectly fit a set of highly specific and often unrealistic job qualifications.
The term gained popularity as a colorful metaphor reflecting the near-impossibility of finding such candidates. Just as a purple squirrel would be an extraordinary find in nature, a job applicant who meets every single desired criterion, sometimes including contradictory or exceedingly niche skills, is exceptionally rare in the job market.
The concept reflects the challenges in the recruitment process, especially in industries or for roles with highly specialized skill requirements. It also speaks to the sometimes unrealistic expectations that hiring managers or companies have for prospective employees. Over time, the term has been used to caution against excessively stringent hiring criteria and to advocate for a more balanced and realistic approach to recruitment.
In the modern workforce, where adaptability and the potential for growth are highly valued, the focus has shifted somewhat from finding these “purple squirrels” to identifying candidates who, while not meeting every criterion, have the capacity to grow into a role and contribute meaningfully to an organization. The use of the term often serves as a reminder of the importance of flexibility and open-mindedness in the hiring process.
FAQ
How realistic is it to find a purple squirrel for a job opening?
Finding a purple squirrel is extremely challenging and often unrealistic because such candidates are exceedingly rare. The term itself implies the near-impossibility of finding someone who meets every single criterion to perfection.
Why do some recruiters look for purple squirrels?
Recruiters or hiring managers may seek purple squirrels in an effort to find the absolute best fit for a highly specialized or critical role, often under the assumption that such a candidate will guarantee immediate and exceptional performance.
How should employers approach recruitment to avoid the purple squirrel trap?
Employers should focus on defining the essential skills and qualifications necessary for a role, while being flexible with less critical criteria. They should also consider candidates who demonstrate potential for growth and learning, rather than seeking perfection.
Can the pursuit of a purple squirrel affect a company’s talent pool?
Yes, consistently seeking purple squirrels can limit a company’s talent pool, as many qualified candidates might be overlooked due to not meeting overly stringent criteria. This can also negatively impact diversity and creativity in the workforce.
How can a company balance the need for specific skills with realistic recruitment goals?
Companies can balance this by prioritizing key skills and qualifications that are essential for the role, and being open to providing training for other desirable but less critical skills.
Is it better to train an existing employee than to search for a purple squirrel?
Often, investing in training and developing an existing employee who has the potential and basic qualifications can be more effective and beneficial than waiting for a perfect external candidate.