If you’re interested in hiring one, you’ll have to set aside plenty of time and be willing to shell out a substantial amount from your company coffers.Īpart from time and resources spent in the lengthy and arduous hiring process, purple squirrels and unicorns don’t come cheap. In most cases, purple squirrels and unicorns know their worth. If they’re interested in what you have to offer, you must woo them in order to get them to agree to an interview with the company you’re hiring for. PURPLE SQUIRRELS AND UNICORNSĮven when you find one, it’ll always be a passive candidate who is considering for a certain position, but not actively seeking a new position. It will, however, take the right recruitment strategy to get them on board with your proposal. But these extraordinary individuals do exist. It’s a herculean task to find purple squirrels and unicorns. What is it about purple squirrels and unicorns that make them every recruiter’s worst nightmare? If you haven’t been able to find that one unicorn, it’s because most are happily engaged in the job they do and not actively looking for new positions. Then comes the “ unicorns.” The ever-elusive unicorns possesses an arsenal of desired qualifications and skills, a natural drive and ambition, natural flair for leadership – all of which combine perfectly to make a star performer. Of course, they’re also interested in the company you’re hiring for. They will have all the highly specialized qualifications, skills, experience, and salary expectations for a position. It implies finding an ideal candidate for a specific job. The term “ purple squirrel” emerged in the recruitment sector in the early 2000s. In the world of professional recruiting, being asked to find purple squirrels is every recruiter’s worst nightmare. In a world of fantasy, animals are beautiful, magical creatures capable of bringing good luck and charm.
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