The Purple Squirrel Hunt: A Tale of Talent Acquisition
In the ever-evolving world of recruitment, the elusive “purple squirrel” – a candidate who perfectly matches every job requirement – often seems mythical. But what happens when a client is determined to find this rare gem?
This is the story of how PeopleLogic, a leading recruitment firm, embarked on a quest to find the perfect candidate for a challenging role.
Premise: A prominent retail MNC with a global presence sought an “Onsite Experience Lead.” Although generally non-technical, this role required candidates who could integrate frameworks into a website and had major responsibilities like managing onsite experiences.
Challenge: The client’s hiring process was traditional, with strict eligibility boundaries, including a demand for UX/UI design experience alongside standard qualifications. They preferred not to train a near-perfect candidate, making it extremely challenging to find an Onsite Experience Lead with such specialised technical skills. Thus, the search for a purple squirrel began. Despite identifying 30-35 candidates, the client wasn’t convinced, and the role was put on hold.
PeopleLogic Approach and Strategy
Market Study: The ISV team initiated acomprehensive market study to evaluate the availability of qualified candidates. This involved assessing the talent pool, determining competitive salary benchmarks, and understanding the motivations and preferences of candidates in this specific field.
JD Analysis & Objective comparison: Refusing to back down from a challenge, PeopleLogic reopened the role after the client placed it on hold. The ISV team conducted an in-depth re-evaluation of the position, carefully reassessing the client’s requirements and perspective. With meticulous attention, they re-examined each shortlisted profile to identify the best matches, ultimately assembling a refined selection of ideal candidates.
Client Meeting & Communication: At PeopleLogic, honest, open, and transparent communication is a core value embraced by every team member and is key to building strong relationships. With this approach, the team re-engaged the client, successfully encouraging them to reopen the role. This time, the ISV leadership arranged an in-person meeting with the Hiring Manager, Lead TA, and others, bringing along a refined selection of shortlisted profiles for a comprehensive discussion
Direct, Constructive Feedback System: Equipped with market data on talent availability, the team engaged in a candid and transparent discussion, reviewing each profile against the role’s specific requirements.
Success:
Open and honest communication was key to breaking through the impasse.By fostering open dialogue and transparency, we were able to bridge the gap between the client’s expectations and the available talent pool. The result? The client’s search for their purple squirrel was successful and we have another happy client!
