Every HR professional must be thrilled with the term “Purple Squirrel”. Quite a familiar term among HR industry, but to all those who don’t know:
“Purple Squirrel is a candidate who has the perfect combination of qualification, work experience and skill set for any particular job position.”
This breed is one of the rarest one and every recruiter aspires to recruit these individuals with extreme talent and innovative capabilities. If recognized in time and given proper space, they can directly impact an organization’s growth and success instantly.
However, they have those pioneering capabilities; they are mavericks and tough to manage and are definitely not good team players. They can only be well integrated if the team understands their intentions and is prepared to take on their unconventional ways. Despite of these facts, they are like the trophies for recruiters and can be the game changers for any business.
Growing recession has further increased the interest of recruiters in these candidates. It is obvious that business leaders want to put these pioneers in senior positions to get the ultimate solutions to business challenges. But, they need to understand that conventional ways of recruitment are not suited to find such talented individuals.
Many perceive this purple squirrel concept as an unrealistic expectation and can be a reason for unfilled job positions. However, this is not completely true, but the traits can be even found through internal hiring or monitoring a candidate’s performance who has been giving outstanding results. They can be easily tracked through their high-impact work in the organization. Here only what the organizations need is an efficient Talent Management System that can monitor individual employee’s performance and bring it in notice of the management.
You may never know that you have a purple squirrel within your existing workforce, if you don’t have proper performance indicators that can detect the hitherto unrecognized talent.