Purple squirrel in recruitment: Are they worth the hype?

Purple squirrel is a term coined by A. Camilleri in 2000 to denote a nearly perfect candidate in recruitment—a person who checks every box regarding skills and qualifications. Finding such a “unicorn” can seem like searching for a rare and almost mythical creature. 

However, as much as hiring teams yearn for these rare talents, the question remains: Is it realistic to expect the perfect fit for every role? If so, how do you find and hire them? Let’s find answers to all these questions in this blog. 

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What is the meaning of a purple squirrel?

Purple squirrels refer to top candidates who perfectly fit all the job requirements, including experience, skills, and qualifications. They are termed as such because it is rare to find candidates who check all the boxes. 

Simply put, purple squirrels in recruiting are dream candidates of recruiters. They have all the good-to-have and must-have skills and experiences that make them rare and almost mythical. 

They have two classifications: pink (passive candidates) and purple with wings (active candidates). 

Pink squirrels are valued employees who are happy, engaged, and productive. Though open to new opportunities, they aren’t actively job hunting or investing time in a job search.

Benefits of hiring purple squirrels

Finding candidates who are “purple squirrels” may be challenging, but hiring them brings significant advantages:

• They’re an ideal match for the role, with the skills needed to excel from day one.
• They are typically high achievers who require minimal training to get up to speed.
• Their skills, experience, and education make a meaningful impact on the company’s success.
• Hiring such a candidate can boost team morale, inspiring other members with renewed motivation and ambition.

Apart from the above pointers, there are a few critical aspects a purple squirrel helps with, including:

Cut down on training costs

Since these candidates already possess the desired skills and experience, they don’t require any further targeted training. This eliminates the need to spend money on resources. Training magazine reported that U.S. companies spent $101.8 billion on employee training in 2023.

Better employer branding

Who won’t want to work for a company with only high-caliber employees? Becoming a top choice for such candidates helps your company stand out.

As word spreads that you attract exceptional talent, other top-quality candidates will be drawn to join you. Before long, you’ll have top performers lining up to be part of your team.

Acts as an asset to the company

Purple squirrels have the best expertise and skill set with them, which inevitably improves the company’s performance. 

The company is bound to grow when the employees work their A-game. The ability of such candidates to bring new perspectives and add value to the company contributes to the organization’s positive growth. 

Disadvantages of hiring purple squirrel

Now that we have a fair idea of the benefits of hiring purple squirrel candidates, let’s look at the disadvantages as well.

Can create tension among employees

Such candidates can motivate teams but may also unintentionally cause insecurity or competition among colleagues, sometimes leading to jealousy or office rivalries. Managing these dynamics is key to keeping a positive work environment.

Read about how to create a supportive work environment for employees.

May have high salary demands

Due to their unique skills, they often have high salary expectations. Meeting these salary range demands can stretch your budget and create pay imbalances. It’s essential to weigh these costs against their potential value.

Narrows the talent pool

Focusing only on finding a purple squirrel may mean overlooking candidates who, with the right training, could excel in the role. Sometimes, it’s worth considering those with growth potential rather than only ideal candidates.

Consumes significant resources

Searching for such skilled candidates requires substantial time and effort, from sourcing and resume screening to negotiating. This intense focus can pull resources from other essential hiring needs.

Is prioritizing purple squirrels the best approach for hiring teams?

It is clear that hiring purple squirrels can benefit the company in the long run. This brings us to the next question: Should the hiring team solely focus on them?

Short answer: no. 

If your hiring criteria are too detailed—requiring specific skills, experience levels, or seniority—you’ll spend too much time finding candidates, which could slow the hiring process.

Instead, realistic expectations for the skills needed in the role should be set. Don’t be the recruiter who makes hiring harder by being overly picky.

The best approach will be to focus on balanced hiring by emphasizing essential power skills and the candidate’s openness toward growth. This way, hiring teams can ensure that they pick practical and adaptable candidates. 

How do purple squirrels impact diversity in the workplace?

Having a diverse and inclusive workforce is the key to success. Research shows that inclusive workplaces are 1.3 times more creative, and 2.3 leads to more cash flow per staff. 

Diversity impacts revenue and candidates as well. A Glassdoor survey reveals that 76% of candidates consider a diverse workforce important when choosing a company or job offer. 

When recruiters solely focus on hiring purple squirrels, it may hamper productivity and lead to revenue loss. This might occur because they are unable to gain a fresh perspective. 

Not to mention that when you hire with the perfect candidate in mind, you might eventually reject top candidates due to bias. Nearly half (48%) of HR managers admit that bias affects hiring decisions.

This occurs when you consistently compare candidates to an idealized standard, leading to a biased perception of each individual. This skewed view can affect your ability to assess them fairly and accurately.

Read about how to build a diverse and inclusive workforce.

How to find and hire purple squirrels?

Create an ideal candidate profile

Study your market and define the perfect candidate. Analyze your top performers and identify their skills, experience, and traits. 

From there, create a detailed profile that includes everything from technical skills to their preferred social media platforms. This will help you know exactly where to search for them.

Read about using the big five to identify the ideal candidate.

Differentiate must-have skills from nice-to-have skills

Avoid scaring away candidates with an overly long list of required skills. Focus on the role’s essential qualifications and treat other skills as “nice-to-haves.” 

This will make the job description more attractive to candidates who may not meet every criterion but are still an excellent fit for the role with room to grow.

Check out free 500+ job description templates. 

Be a pro recruitment marketer

Such candidates are often passive candidates, so you must be excellent at recruitment marketing to catch their attention. 

Write a job description that showcases your company culture, competitive compensation, and benefits. Establish a solid online presence to promote your employer brand using job boards, social media, and other marketing tools.

Read about Passive candidates: What are they and how can you hire them?

Build a strong company culture

These candidates value a positive and supportive work environment, so they build a culture supporting diversity, professional growth, and work-life balance. 

Ensure that your current employees feel secure and fulfilled, and consider their suggestions to improve the work atmosphere. A great culture can make your company more appealing to top talent.

Use networking and specialized channels

Don’t rely solely on traditional job boards to find purple squirrels. Tap into your professional network, attend industry events, and engage in online forums and communities relevant to your niche. 

Specialized recruitment agencies can also help you find hard-to-find candidates. By tapping into these networks, you increase your chances of connecting with passive candidates who might fit your organisation perfectly.

Check out the 20 best job boards that you should know in 2024.

How skill assessments can help you find purple squirrels?

The goal of hiring a purple squirrel is to find talent with the right skills and experience. The most effective way to assess this is through skills assessments. 

These assessments help recruiters quickly identify whether candidates possess the necessary abilities for the role, ensuring they match the job’s requirements.  

Testlify’s AI-powered skills assessments take this further by providing data-driven insights. They allow recruiters to evaluate candidates on multiple levels, such as technical proficiency, problem-solving abilities, or cultural fit. 

By assessing a wider candidate pool, Testlify ensures you find the right match for your job requirements.

By automating this process, Testlify helps hiring teams streamline recruitment, reduce bias, and ensure they find top talent with the right qualifications.

Explore Testlify’s extensive library with over 1,500+ tests designed to help you find the perfect candidates faster and smarter. 

Are purple squirrels real and worth the hype?

Purple squirrels aren’t mythical creatures; they’re just candidates with the perfect skill set and experience. While they are rare in the recruitment world, finding the right person isn’t about ticking every box—it’s about discovering someone eager to learn and grow into the role. 

However, hiring such candidates can bring risks, as their exceptional abilities might create jealousy or insecurity among other employees. Instead, focus on finding passionate candidates who are committed and ready to work hard. 

Over time, you may find that you’re not just hiring purple squirrels but turning regular employees into top performers who thrive in your organization.

Remember, the best candidate has a combination of skills (both required hard skills and soft skills) and an eagerness to learn.