What is a Purple Squirrel?

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What is a Purple Squirrel?

We use the term “purple squirrels” for a job candidate who has a special set of abilities, credentials, and work experience that precisely fits the demands of a given position. It is figuratively used because it is thought to be as uncommon to locate such a candidate as it is to see a purple squirrel in nature. This creates unrealistic expectations that lead us to look for that rare “Purple Squirrel” but hiring a “Purple Squirrel” has its advantages and below are some examples:

1. High Performance: Purple squirrels usually have great abilities and backgrounds that match the job specifications to a tee. As a result, they are more likely to succeed in their positions and make a big contribution to the development of the company.

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2. Reduced training cost: Purple squirrels often need less training than other applicants because they already have the requisite knowledge and expertise. For the organization, this might result in quicker team integration and onboarding saving time and money.

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3. Potential Leader: Purple squirrels can have traits that naturally position them as leaders in the group. They may be able to effectively mentor other staff members or assume leadership responsibilities thanks to their special skill set and expertise.

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4. Versatility: Purple squirrels frequently possess a broad skill set that enables them to succeed in a variety of work-related contexts. This adaptability can be useful in fast-paced work settings where staff members must take on various responsibilities and adjust to changing conditions.

5. Competitive Advantage: Hiring a purple squirrel can offer your company a commercial edge. Their extraordinary skills and credentials have the potential to spur creativity, boost productivity, and put the business ahead of its rivals.

6. Long-term Value: Hiring a purple squirrel could cost a lot up front, however their efforts can pay off in the long run for the company, Over time, their success might be fueled by expansion, innovation, and proficiency.

As we are now familiar with the terminology and the advantages of hiring a “Purple Squirrel” it is likely that we are more eager to source for the best candidate. But before we do that we need to know the difference between must-have skills and nice-to-have skills for us to assess our candidates’ set of skills.

Differentiation of Must-Have and Nice-to-Have Skills

It's critical to distinguish between "must-have" and "nice-to-have" talents when creating job descriptions or assessing applicants. By taking into account other desired attributes, this difference helps to prioritize vital qualifications and guarantees that candidates match the basic requirements for the post. How to distinguish between the two is as follows:

1. Must-Have Skills:

• These are the essential skills and qualities that applicants need to have to do the job well.
• They are directly tied to the main duties and specifications of the position and are not negotiable.
• It would be very difficult for the candidate to perform the job requirements if they lacked these abilities.
• In job descriptions, “must-have” abilities are usually the first to be stated and are used as screening criteria in the hiring process.

2. Nice-to-Have skills:

• These are extra skills or qualities that are not necessary for the position but would help a candidate if they have them.
• A candidate’s overall efficacy and performance can be improved and their suitability for the role can be strengthened with nice-to-have talents.
• Even though they are preferred, candidates who match the requirements, nevertheless stand a chance of being considered even if they lack these talents.
• In job descriptions, desirable abilities are frequently enumerated after essential skills and are regarded as secondary considerations when assessing candidates.

To make sure that candidates fulfill the fundamental needs of the position, it is critical to rank the must-have talents while evaluating candidates. Nice-to-have abilities, however, can also be important factors to take into account, particularly when comparing applicants with comparable qualifications. In the end, the relative importance of nice-to-have and must-have abilities relies on the particular requirements and organizational priorities as well as the function of the issue.

Good luck hunting Purple Squirrels!