5 Reasons Hiring Managers are Looking for the Purple Squirrel

Is it me or have others seen a change in what Hiring Managers view as valuable skills and experience for a successful hire.  Prior to the 2008 Recession, there seemed to be a value add to candidates with a diverse background (e.g. Industry, Functional Expertise, Fortune 500 Pedigree, etc.).  During the Recession and even today, you continue to hear about the Purple Squirrel candidate.  A candidate where the detail and experience is so tight that there is a very limited talent pool.

I get that during the Recession we had a very large talent pool to leverage given layoffs, etc. but in 2016 when unemployment has improved and the labor market has tightened there continuous to be that same mentality that we have to get the Purple Squirrel to be successful. 

While the Purple Squirrel solves today's problem, what happens in the future if there are changes and these candidates don't have the adaptability or change management background to address an evolving industry or technology advancements.

Here are the 5 Reasons Why I Think Hiring Managers Are Looking for the Purple Squirrel.......

1) Ramp Up Speed - There seems to be higher value in having someone with proven industry or company experience so they can contribute immediately.  Internal Candidates are winning out more and more from External Candidates because they have the existing relationships, industry knowledge and company knowledge.  And probably the biggest asset is they already understand the culture and politics.

2) Return on Investment (ROI) - Ramp up speed and ROI are very much tied together so it should be no surprise that getting a faster return on your new hire is warranted.  But the ROI should be looked at not only from a short term perspective but also long term.  If a new hire does nothing more then fill a crack in the dam and contributes nothing else long term. What have you really gained from a ROI point of view?

3) Risk Factor - Hiring Managers are risk adverse to bring candidates in for interviews given they will have to "Go to Bat" for the candidate with their manager, peers and/or HR.  Too many times the culture within an organization says they want change but in reality change it is the last thing they want because it creates a fear factor. And let's not forget the fact that someone might come in and challenge the status quo or tell them they are doing something wrong which in some places is not well received. 

4) Employers have the Advantage - Having talked to many recruiters in recent months it still appears that employers feel they have the upper hand despite a shrinking labor pool.  Now I personally believe the employee has the upper hand because the economy has improved and employees have options versus in 2008-2012 when options were limited and you were just thankful to have a job.

5) Innovation = Rebranding What Has Already Been Done - Innovation truly should be about game changing products / services or disruptive technology.  Too many times hiring someone that has worked in the industry brings experience and knowledge but do they actual bring innovation to your company where it tries to create a competitive advantage.  For example, creating a mobile application to compete with the 20 other competitors isn't innovation but an only an exercise in keeping up with current trends.  Some of the best innovation comes from outside the industry because ideas and best practices can translate across industries and functions. 

Why I get the rationale to finding and hiring the Purple Squirrel, I still find it short sided because a diverse candidate is probably more adaptable and a quicker learner when things change.  And we all know that things change quickly with disruptive technology, industry consolidation and a global economy. 

In the past, you sometimes had years to adjust but now you have months to turn the ship but can the Purple Squirrel survive outside there only expertise and discipline.  I guess Hiring Managers will find out when the next thing changes or crisis hits.

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