Purple Squirrel

What Is a Purple Squirrel? The Perfect Job Candidate Explained

A purple squirrel is a metaphorical term used in recruitment and human resources to describe an ideal job candidate who perfectly matches all requirements for a position, including education, experience, skills, and personality traits. This recruitment terminology refers to candidates who possess the exact qualifications, precisely the right industry experience, and all necessary soft skills to perform a job with minimal or no training.

The metaphor emphasizes the extreme rarity of such candidates, comparing the likelihood of finding them to that of encountering a purple squirrel in nature. Employment recruiters use this term when discussing candidates with the precise set of qualifications that perfectly align with an expansive job description. These individuals stand out from other applicants due to their exceptional and specialized skill sets.

Purple squirrels are particularly sought after for critical positions requiring specialized expertise or extensive experience. They represent candidates who can immediately handle all responsibilities outlined in a job description without additional training, potentially allowing businesses to function efficiently with fewer workers. These individuals can potentially help organizations achieve business goals, bring innovation to the workplace, and improve team performance.

However, the pursuit of purple squirrels often reflects unrealistic expectations rather than market realities. The search for such perfect candidates frequently results in prolonged vacancies and missed opportunities, as this level of perfection is extremely rare or entirely unrealistic. In many cases, the pursuit reflects overly stringent job criteria rather than actual market conditions.

Furthermore, although these candidates can bring tremendous value to organizations, they present several challenges. They are exceptionally difficult to find and typically have higher compensation expectations compared to other candidates. Purple squirrels generally have numerous employment offers to choose from, making the hiring process challenging, time-consuming, and sometimes impossible.

Many HR professionals and recruiters use the term somewhat sarcastically to highlight the extreme difficulty of finding candidates who meet all specified criteria. Some recruitment specialists categorize purple squirrels further, referring to passive candidates as “pink squirrels” – those who are engaged in their current roles but might be open to new opportunities despite not actively job searching.

Sensible alternatives to an extended search for these elusive candidates include being open to applicants who don’t possess all the required skills or investing in retraining existing employees. This approach acknowledges that while perfect candidates are desirable, pursuing them exclusively may not be the most efficient recruitment strategy.

Why are Purple Squirrels so hard to find?

Purple squirrels exist primarily as a metaphorical concept within recruitment rather than as actual candidates commonly found in the job market. The extreme rarity of these perfect candidates stems from several key factors that make them exceptionally difficult to locate and hire.

The scarcity factor plays a fundamental role in this challenge. The specific combination of skills, experience, education, and personality traits required for a purple squirrel creates a situation where finding such candidates becomes remarkably difficult within typical hiring timeframes. This scarcity is not accidental but rather inherent to the concept itself, as the term deliberately implies the near-impossibility of finding someone who meets every single criterion to perfection.

Market competition significantly intensifies this challenge. Purple squirrels are typically in high demand, with multiple organizations simultaneously pursuing their rare expertise. This competition frequently leads to bidding wars that drive compensation expectations even higher. Moreover, over 75% of job seekers check a company’s reputation before applying, and 69% say they would reject an offer from a company with a bad reputation—even without other options. This reality makes attracting these rare candidates even more challenging.

Consequently, the search process becomes extraordinarily resource-intensive. Organizations must allocate significant time, effort, and financial investment to identify candidates with highly specialized skill sets. This extended talent search can substantially delay crucial projects and hiring timelines. When recruiters spend months searching for candidates with ultra-rare qualifications, they often miss opportunities to hire other qualified individuals with high potential.

Financial considerations present additional obstacles. Purple squirrels typically command premium compensation packages that can strain recruitment budgets. Meeting these salary expectations might create internal pay disparities within existing teams. For smaller organizations with limited financial resources, this aspect alone can make hiring true purple squirrels practically impossible.

Additionally, retention presents a significant concern. Successfully recruiting a purple squirrel provides no guarantee they will remain with the organization long-term. These candidates often continue receiving compelling offers from competitors, making their retention particularly challenging. This reality can undermine the substantial investment made during the recruitment process.

Essentially, the pursuit of purple squirrels frequently reflects unrealistic expectations rather than market realities. In some cases, recruiters have been tasked with finding literally non-existent candidates, such as “an engineer with 30 years of AI experience” despite AI being a relatively new technology. This illustrates how the requirements for purple squirrels sometimes extend beyond what’s actually possible in the current job market.

How to attract a Purple Squirrel candidate

Attracting a purple squirrel requires strategic approaches that distinguish your organization as an ideal workplace for exceptional talent. Implementing specific recruitment tactics increases your chances of capturing the attention of these rare candidates.

1. Build a strong employer brand

Establishing a compelling employer brand is fundamental for attracting purple squirrels. Showcase your organization’s values, mission, distinctive traditions, and community involvement to position your company as a coveted workplace. Highlight training programs, mentoring opportunities, stretch assignments, and leadership pathways since top talent seeks continuous development. 

Promote your organization’s remote work options, leave policies, and childcare benefits, as exceptional candidates prioritize flexibility and work-life balance. Leverage targeted paid advertisements to connect with niche candidate groups and build authentic relationships through social platforms. Indeed, organizations with regularly updated online presence receive 94% more applications from quality candidates.

2. Offer competitive compensation

Competitive compensation packages are crucial for attracting purple squirrels who typically expect premium rates exceeding average industry wages. A comprehensive package includes not only attractive salary figures but also benefits, incentives, and perks tailored to candidates’ current lifestyle needs. 

Key elements should encompass health insurance, retirement plans, and paid time off. Notably, competitive pay demonstrates that an organization values employees’ talents and contributions, which inspires commitment and loyalty. This approach subsequently reduces employee turnover, as team members typically remain longer with companies offering fair compensation.

3. Use multiple sourcing channels

Expanding sourcing channels significantly increases the likelihood of finding purple squirrels. Post job openings across various platforms including general job boards like Indeed, Glassdoor, and Google for Jobs alongside specialized industry-specific sites. Likewise, utilize social media platforms such as LinkedIn, Facebook, and Instagram to reach passive candidates who aren’t actively job searching. 

Build ongoing relationships with niche associations, alumni networks, and industry organizations that can direct exceptional talent toward your opportunities. Certainly, implementing AI sourcing tools can effectively crawl the web to identify potential candidates based on specific required skills.

4. Focus on company culture

Purple squirrels consider workplace environment a priority when selecting new employers. Create an atmosphere that values diversity, encourages professional development, and supports healthy work-life balance. Ensure your culture communicates what makes your organization distinctive, as talented individuals evaluate company principles alongside compensation. 

According to research, candidates assess whether a company’s environment aligns with their values and preferences before applying. Accordingly, showcase your culture through company websites, job advertisements, social media, and interviews to reinforce what makes your workplace unique.

5. Avoid overstuffed job descriptions

Realistic job descriptions prevent discouraging potential purple squirrels from applying. Differentiate between must-have skills and nice-to-have skills to avoid creating impossibly long requirement lists. Focus exclusively on essential qualifications to prevent losing excellent candidates who might not possess every secondary skill listed. 

Specifically, limit criteria to truly necessary talents, as recruiters often become distracted by impressive but non-essential qualifications. Clearly delineating core requirements versus preferred attributes helps candidates better evaluate their fit for the position without self-selecting out unnecessarily.

Benefits of hiring a Purple Squirrel

Hiring the elusive purple squirrel delivers exceptional value to organizations that manage to secure these rare talents. The investment in finding these perfect candidates yields substantial returns through various organizational benefits.

1. Faster onboarding and productivity

Purple squirrels require minimal onboarding time thanks to their precise match of skills and experience. These candidates make immediate and significant contributions from day one, bringing fresh perspectives and innovative ideas to the workplace. 

Their ability to integrate effortlessly into various roles and departments allows them to contribute toward organizational growth immediately. Proper preparation before a new hire’s first day—including setting 30, 60, and 90-day milestones—can further enhance their rapid integration and impact.

2. Competitive advantage in the market

Organizations gain a distinct edge over competitors by employing purple squirrels. Their exceptional skills and unique way of thinking position companies ahead in terms of quality, problem-solving capabilities, and results delivery. 

These perfect-fit employees help companies adapt quickly to customer needs and excel in areas where competitors lack expertise. Plus, hiring purple squirrels enhances a company’s reputation as an employer of choice, attracting additional top talent and strengthening its position in the candidate market.

3. Lower training costs

Purple squirrels arrive with the exact skill set required, eliminating or drastically reducing training expenses. In 2023, U.S. companies spent approximately INR 8589.93 billion on employee training. By hiring candidates who need minimal guidance, organizations save substantial resources. Furthermore, the reduction in learning time and resources preserves company finances that can be redirected toward strategic initiatives.

4. Strong leadership potential

Perfect candidates often possess exceptional leadership capabilities. Their expertise positions them ideally for leadership roles where they can boost team confidence and motivation. Purple squirrels frequently serve as mentors who share knowledge and push colleagues to achieve more, fostering holistic team development. Their ability to transfer specialized knowledge creates a knowledgeable team, thereby contributing to the organization’s overall growth and development.

Challenges in hiring Purple Squirrels

While pursuing perfect candidates offers advantages, organizations face substantial obstacles throughout the purple squirrel recruitment process. These challenges often make companies question whether the investment truly justifies the potential returns.

1. Time-consuming search

Hunting for purple squirrels demands extraordinary recruitment effort and typically extends far beyond standard hiring timelines. This exhaustive process frequently requires organizations to spend months advertising positions, reviewing applications, and conducting multiple interview rounds. 

Prolonged vacancies resulting from these extended searches create cascading problems—increased workloads for existing staff, lost productivity, and potential project delays. Moreover, allocating dedicated teams and resources to pursue candidates with highly specialized skill sets inevitably diverts attention from other critical hiring needs.

2. High salary expectations

Purple squirrels recognize their exceptional market value and typically present compensation demands substantially higher than average employees. Their scarcity and high demand naturally strengthen their bargaining position, often leading to bidding wars between competing organizations. 

For smaller companies or those with tight budget constraints, meeting these premium salary expectations becomes particularly challenging. Importantly, accommodating these elevated compensation packages may create internal pay disparities that potentially disrupt team dynamics.

3. Risk of poor retention

Successfully recruiting a purple squirrel provides no guarantee of long-term employment stability. These exceptional candidates typically continue receiving compelling offers from competitors, making retention especially difficult. 

Their high marketability means they maintain numerous employment options and may pursue opportunities elsewhere if ambitious career expectations remain unfulfilled. This retention uncertainty undermines the substantial resources invested during the recruitment process.

4. Unrealistic job requirements

The pursuit of purple squirrels frequently reflects overly stringent or simply unrealistic job criteria. This narrow focus potentially restricts diversity within talent pools by overlooking candidates with transferable skills or unconventional career paths. 

Organizations sometimes create literally impossible requirements, such as demanding experience with technologies that haven’t existed long enough for anyone to accumulate the specified years of expertise. This perfectionist approach causes organizations to reject qualified candidates who—with appropriate training—could have excelled in the role.

Is hiring a Purple Squirrel always the best choice?

The pursuit of perfect candidates raises a fundamental question about whether dedicating extensive resources to finding purple squirrels truly benefits organizations. Research indicates that the average time to hire a new employee exceeds 23 days, with specialized roles often taking even longer. This extended timeline frequently delays crucial projects and strains existing staff.

Beyond time considerations, the purple squirrel mindset often leads to unrealistic expectations. Organizations frequently overlook qualified candidates who lack certain criteria yet possess potential for growth. This narrow focus typically results in diminished workforce diversity, ultimately limiting innovation and creativity.

Furthermore, successfully recruiting these rare talents provides no guarantee of long-term retention. Their high market demand means they frequently receive competing offers, creating ongoing retention challenges that potentially undermine initial recruitment investments.

An alternative approach involves developing talent internally. Instead of perpetually searching externally, organizations can convert existing employees into purple squirrels through proper training and development opportunities. This strategy often yields better cultural fits while maintaining organizational knowledge.

Fundamentally, the perfect candidate pursuit represents a strategic decision requiring careful cost-benefit analysis. For some critical positions, the search may justify the investment; for others, prioritizing candidates with cultural alignment and growth potential might yield superior long-term results. Organizations must balance the allure of perfect candidates against practical business realities, including budget constraints and project timelines.

Key Takeaways

Understanding the purple squirrel concept helps organizations make smarter hiring decisions and avoid common recruitment pitfalls.

• Purple squirrels are mythical “perfect” candidates who match every job requirement—they’re extremely rare and often reflect unrealistic hiring expectations rather than market reality.

• Attracting top talent requires building strong employer brands, offering competitive compensation, using multiple sourcing channels, and creating realistic job descriptions.

• While purple squirrels offer faster productivity and competitive advantages, they come with high costs, extended search times, and retention risks.

• Organizations should balance the pursuit of perfect candidates with practical alternatives like developing internal talent and hiring for potential rather than perfection.

The key insight: Instead of chasing impossible perfection, focus on finding candidates with strong cultural fit and growth potential who can be developed into your ideal employees through proper training and mentorship.

FAQs

Curious about more HR buzzwords like interview-to-hire ratio, behavioral interview, casual leave, leave encashment, relieving letter, resignation letter or more? Dive into our HR Glossary and get clear definitions of the terms that drive modern HR.

Explore Taggd for RPO solutions.