Today’s tough job market challenges the job seeker with stiff competition, frequently more candidates than spots, and so on; that’s not news. Adding to the tension is the confusing idea of a purple squirrel.
Purple Squirrel: What is it?
While employers continue to look for a strong fit with job-description criteria, a purple squirrel goes beyond a match, as my client, Madeline, discovered. She applied for an Executive Assistant position. She met their academic and experience requirements. She even qualified with their desired criteria: advanced MS Office skills, project and event management successes, and an extensive background in coordinating senior-executives’ itineraries. She did get a call for an interview. That’s as far as it went.
She tapped an inside contact for information. Lo and behold! No one was hired! They were holding out, waiting for a candidate with added features! Ideally, they also wanted this recruit to troubleshoot IT, handle some HR and PR, and contribute to the Graphic Design team.
Purple Squirrel: How did it develop?
An outcome of the recession was that employers had to cut staff and spread the same volume and scope of work among the remaining employees. Talent was cross-trained, or required to pick up the slack and figure it out. Now, when this multi-skilled worker leaves, the employer has to decide whether to hire two people—or one person with an unconventional blend of skills. Still trying to control costs by filling one slot, the hunt for that purple squirrel begins.
Purple Squirrel: Should You Be One?
It’s hard to predict the requirements for a purple-squirrel job. One employer may want specific graphic-design software skills. Another may want project management background with specific project-management applications. One company I know extended their request beyond skills—to living within a 35-mile radius of its zip code! So trying to be all things to all employers may be a futile and exhausting approach.
Something to consider … this purple squirrel creature might not only be obscure; it might be improbable. Employers are trying to get the best bang for their buck. But that doesn’t mean they’ll find everything on the list. They know that. That’s why many hiring folks still report being unable to fill openings with qualified people. They want the ideal or perfect person. Yes, a purple squirrel.
Purple Squirrel: 5 Tips For Job Seeker Success
It all goes back to positioning yourself for each job, showcasing relevant brand, value proposition and metrics-driven successes to back up your claims.
- Crystallize your focus as much as possible regarding industry/companies and types of positions. Research to notice patterns in requested skills or requirements.
- Analyze what skill sets you could most viably add to your portfolio. Consider the timeframe, financial investment and other factors. Check out sources for that training. If you’re employed, seek out employer-assisted/sponsored training. If you’re not, check out various brick and mortar or online resources.
- Conduct informational interviews to hear from insiders what’s in demand. Then see what gaps you have; and how you can close them.
- Try and get your résumé in front of the person who will manage this new hire. One of the problems with applying to purple-squirrel jobs is that HR is screening. Don’t rely on jumping through that hoop alone. This hiring manager probably has a realistic idea of priorities. Probably not as deep a shade of purple as HR seeks.
- With this direct audience in mind, highlight your qualifications as they relate to the job of interest. Articulate your commitment to professional growth, with an example of how you’ve adapted and learned. Offer testimonials to your talents.
What do you think? Do you have to be a purple squirrel? Where does it stop? Stripes? Or can a focused brown one find the nuts?
