Chances are, as a recruiter, you’re no stranger to hiring managers with challenging demands, passive candidates who aren’t interested in your job postings, and an onslaught of applicants who don’t even resemble a culture fit for your companies. If this isn’t frustrating, I don’t know what is! Leaving you feeling overwhelmed by the highest time-to-fill averages in 13 years and exasperated by the way nothing is changing, the search for your target candidates doesn’t have to leave your career feeling drained. Instead, savvy recruiters are recognizing the ways that job seekers are becoming more sophisticated and adapting their tactics to reach them. This is called Purple Squirrel Hunting. Picture your ideal candidate: someone who brings with them the expertise and skills your reqs require and aligns with the culture (think: values, mission, team, beliefs) of your company. These people are beyond challenging to find, so it’s no surprise the name “Purple Squirrel” has been coined for their rarity. (But seriously, do they exist? We think, yes!) Fortunately, Purple Squirrel Hunting isn’t reserved for use by other rare creatures, and instead, can be employed by forward-thinking recruiters. As sophisticated job seekers develop new ways of finding their dream jobs, you too must discover ways to earn the attention of your dream candidates. As you start fostering relationships with these elusive candidates and take on more challenging roles, your recruiter brand (yes, you need one!) will be more thoroughly defined by your outlook and success. There are several reasons why Purple Squirrel Hunting is the answer to breathing life back into your recruiting career and the tactic that will reignite your passion for your job.
June 30, 2015