In the increasingly competitive world of IT recruitment, the term Purple Squirrel is often used by recruiters to describe a perfectly qualified candidate. This concept refers to individuals with a combination of technical skills, industry experience and work culture fit that is so rare that it is almost impossible to find in reality.
While ideally companies would like to find talent that meets all the expected criteria, the existence of the Purple Squirrel is often considered a myth that can slow down the hiring process and increase recruitment costs. This article will take a deeper dive into the Purple Squirrel concept, the challenges recruiters face in finding them, and a more realistic strategy to get the best talent in the IT industry.
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What is a Purple Squirrel?
The term Purple Squirrel first appeared in the recruitment world as a metaphor for a candidate who fulfills all job requirements without the need for additional training. In the context of IT, Purple Squirrels are expected to have extensive programming skills, experience with various latest technologies, a deep understanding of the industry, and exceptional communication skills.
For example, a company may be looking for a Full Stack Developer who is not only proficient in various programming languages such as JavaScript, Python, and Java, but also has experience with cloud computing, artificial intelligence, and strong leadership skills. This combination of abilities is desirable, but in practice, it is difficult to find someone who has all these skills in one individual.
Why is Purple Squirrel a Challenge for Recruiters?
1. Too High Standards
Many companies expect candidates who can contribute immediately without the need for additional training. However, too high expectations often lead to vacant positions going unfilled for a long time. This can be detrimental to the company as they miss out on business opportunities due to lack of required manpower.
2. Talent Shortage in the Job Market
In the IT industry, the demand for skilled labor is constantly increasing. However, not all professionals have the combination of skills expected by companies. As a result, finding candidates with the ideal requirements can be a very time- and resource-consuming process.
3. Increased Recruitment Costs
The longer a vacant position remains unfilled, the more recruitment costs the company has to incur. These costs include advertising job vacancies, screening candidates, as well as the interview process, which often has to be done repeatedly without satisfactory results.
4. Missing out on Potential Candidates
Focusing on finding Purple Squirrels can cause recruiters to miss out on candidates who may not meet 100% of the requirements but have great potential for growth. Candidates with strong skills in certain areas and high motivation can often be valuable assets if given the right training.
Alternative Strategy: Focus on Candidates Who Can Thrive
Instead of chasing the Purple Squirrel myth, companies can adopt a more realistic approach to recruiting IT talent. Here are some strategies that can be implemented:
1. Prioritize Core Skills
Instead of looking for candidates with all the expected skills, focus on the core skills that are actually required for the job. For example, if a company needs a Backend Developer, then skills in database management and server-side programming are more important than front-end experience.
2. Consider Candidates with High Potential
Many candidates may not have all the desired skills, but have high motivation, good learning ability, and flexibility in taking on new challenges. Recruiters can look at a candidate’s work history to assess whether they have a track record of learning new skills and thriving in their previous roles.
3. Investment in Training and Development
If a candidate has a solid skill base but has not met all the criteria, companies can provide internal or external training to bridge the skills gap. This not only helps the company secure a suitable workforce, but also increases employee loyalty as they feel valued and given the opportunity to grow.
4. Use Skill-Based Recruitment
Instead of just looking at work experience and formal education, consider using skills-based recruitment methods. Selection processes based on coding tests, project-based assessments, or case studies can provide a more accurate picture of a candidate’s abilities than just looking at the list of experience on their resume.
5. Collaboration with IT Communities and Talent Development Programs
Collaborating with IT communities, universities, or bootcamp programs can be an effective way to access new talent that has been trained in relevant skills. Internship and mentorship programs can also help produce more job-ready IT talent.
Read: Can AI Replace the Role of Recruiters in Recruitment?
Conclusion
Purple Squirrel may sound like a dream candidate, but pursuing it without a realistic strategy can cause more harm than good to the company. Recruiters should realize that every candidate has strengths and weaknesses, and focus on building a competent team through training and development rather than just looking for that hard-to-find perfect candidate.
By adopting a more flexible and skills-based approach, companies can improve recruitment efficiency, save costs, and get talent that is better suited to long-term business needs. As a recruiter, your main task is not to find the perfect candidate, but to find talents who can grow and make the best contribution to the company.
You can visit MSBU, an IT staffing and recruitment service that can help your company find the best candidates more safely and efficiently.
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