A "purple unicorn" is a term used in the business and recruitment world to describe a candidate with an extremely rare and desirable skill set, ideally suited to a specific job role. They are considered almost mythical because they possess all the qualifications, experience, and personal attributes needed to excel from day one. Finding someone who perfectly matches all the requirements is notoriously difficult.
Think of it this way:
- The Perfect Fit: A purple unicorn isn't just qualified; they're the ideal candidate, seemingly custom-made for the position.
- Rare Skills: They possess skills that are highly sought after but not commonly found.
- Instant Impact: They require minimal training and can immediately contribute to the team's success.
Why the "Unicorn" Analogy?
The term "unicorn" signifies something rare and extraordinary. Combining it with "purple" further emphasizes its uniqueness and almost unattainable nature. Just like finding a mythical creature, finding a true purple unicorn candidate is a significant challenge for recruiters and hiring managers.
The Problem with Purple Unicorns
While the concept of a perfect candidate is appealing, focusing solely on finding a "purple unicorn" can be detrimental to the hiring process. It can lead to:
- Unrealistic Expectations: Setting the bar too high can eliminate potentially excellent candidates who may not meet every single requirement but possess strong potential.
- Extended Search Times: The quest for a "perfect" candidate can prolong the hiring process, leading to missed opportunities and increased costs.
- Discouraging Internal Growth: Overemphasizing external hires can discourage internal employees from striving for advancement and skill development.
A More Realistic Approach
Instead of solely focusing on finding a purple unicorn, organizations should consider:
- Skill-Based Hiring: Prioritize core skills and potential over perfectly matching every bullet point on a job description.
- Training and Development: Invest in training programs to upskill existing employees and bridge skill gaps.
- Realistic Expectations: Acknowledge that no candidate will perfectly match every requirement and be open to candidates who are a strong overall fit.
- Focus on Potential: Look for candidates with a strong learning agility and the ability to adapt and grow into the role.
In summary, "purple unicorn" candidates are the ideal, yet often unrealistic, standard in recruitment, representing individuals who possess a rare and highly desirable combination of skills and experience, making them the perfect fit for a specific role. While striving for excellence is important, a balanced and realistic approach to hiring is crucial for long-term success.
