A \u201cpurple squirrel\u201d is a top-performing tech pro with multiple certs and hard-to-find skillsets. Recruiting guru Dr. John Sullivan refers to them as \u201csuper passive candidates\u201d because it\u2019s difficult for competing firms to lure them away from their cozy, employer-provided dens. How can you adjust your recruitment approach to bag one of these rare creatures? A fruitful hunting expedition starts with a distinct value proposition and strategically aligned messaging, according to Carrie Schochet, founder and president of Purple Squirrel Advisors. \u201cUnless every member of the hiring team conveys the exact same message to the candidate, it will raise a red flag,\u201d she said. \u201cThe way the role and opportunity is portrayed must be consistent, authentic and transparent because the hiring process is a window into the company\u2019s ethics and culture.\u201d Once you have the messaging nailed down, you\u2019re ready to tackle the next steps in the hunting process. <\/p>\n
Traditional sourcing won\u2019t flush out a game-changer who is entrenched in a niche industry. To succeed, recruiters must think and act like insiders. Schochet and her team usually spend several weeks familiarizing themselves with a company\u2019s competitors, vendors and supporting industries before they even attempt to contact prospects for a specialized search. \u201cYou can\u2019t scratch the surface, you have to dig deep,\u201d she explained. \u201cNetworking with people who touch the industry produces valuable intelligence and referrals. So, we\u2019ll get to know the industry\u2019s advisors, CPAs, bankers and consultants.\u201d Purple squirrels are so busy working, they often don\u2019t need to market themselves, according to Dave Summerfield, director of Resource Management for GlobalSource IT. So his staff scours older resumes and social media sites for candidates who haven\u2019t updated their profiles in a while. \u201cYou need sources beyond a traditional job board because the contractor who can solve a unique problem isn\u2019t looking for work,\u201d Summerfield said. \u201cWe\u2019ll include different keywords in our Boolean search and reach out to user groups and as well as our current IT contractors to identify prospects who have specialized expertise.\u201d <\/p>\n
It takes much more than money and a routine job description to catch a purple squirrel. Schochet turns her knowledge of the candidate and job opportunity into a customized, alluring pitch that highlights intangible elements such as creative control, work-life balance and the chance to make a substantial impact. \u201cI\u2019ll consider what\u2019s important to Millennials or Generation X-ers when I\u2019m telling the company\u2019s story and describing the position,\u201d she said. \u201cTo interest protected players, you need to arouse their passions.\u201d But don\u2019t go too small when you\u2019re painting a picture for the candidate, she warned, because you can\u2019t afford to be rejected when the talent pool is limited. Summerfield starts with an opening hook or lure that outlines what the company is trying to achieve. Once he\u2019s grabbed the candidate\u2019s attention, he connects the professional benefits of a project to the prospect\u2019s interests and career objectives. \u201cWe try to understand what the contractor is working toward by studying their profile and accomplishments,\u201d Summerfield said. \u201cThen we develop a personalized message that portrays the project as something that will enhance the contractor\u2019s marketability and career.\u201d <\/p>\n
Once you have a purple squirrel in your sights, the last thing you want to do is play games or insult them by making a low-ball offer. The hiring process must be perfectly orchestrated including the offer. \u201cThere\u2019s no room for error when you\u2019re ready to make an offer; everything has to line-up,\u201d Schochet added. \u201cA senior software engineer who has the ability to create cutting edge products does not want to negotiate. Don\u2019t mess around. Take your best shot.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"
A \u201cpurple squirrel\u201d is a top-performing tech pro with multiple certs and hard-to-find skillsets. Recruiting guru Dr. John Sullivan refers to them as \u201csuper passive candidates\u201d because it\u2019s difficult for competing firms to lure them away from their cozy, employer-provided dens. How can you adjust your recruitment approach to bag one of these rare creatures? […]<\/p>\n","protected":false},"author":132,"featured_media":678590994,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[2155,2154],"class_list":["post-999881510","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring-candidates","category-sourcing-candidates"],"acf":[],"yoast_head":"\n