Chasing Purple Squirrels: When Low Leadership Confidence Drives “Perfect” Hiring
- Bryan Cromwell
- Jan 5
- 4 min read
Finding the perfect candidate often feels like searching for a purple squirrel, a mythical creature that rarely exists in the wild. Many hiring managers chase this ideal, expecting candidates to check every box from day one. Yet, this pursuit can reveal more about leadership’s understanding of the role than about the talent pool itself. When leaders lack clarity about what the role truly requires or hesitate to invest in developing skills after hiring, the search for the perfect candidate becomes an endless quest.
This post explores why the purple squirrel is often a symptom of leadership challenges and how clear role definition and confidence in skill development can transform hiring success.
Why the Purple Squirrel Myth Persists
The term “purple squirrel” describes a candidate who perfectly fits every requirement listed in a job description. This ideal candidate possesses all the technical skills, experience, cultural fit, and personality traits desired. The problem is that such candidates are extremely rare, if they exist at all.
Many organizations chase this myth because:
Job descriptions are overly specific or unrealistic. Leaders often list every possible skill and qualification without prioritizing which are essential.
There is a lack of clarity about the role’s core needs. Without a clear understanding of what the role truly demands, hiring managers expect candidates to be experts in every area.
Leaders doubt their ability to develop talent. When leadership lacks confidence in growing employees’ skills, they seek candidates who can perform perfectly from day one.
This approach can lead to long hiring cycles, missed opportunities, and frustration for both recruiters and candidates.
How Leadership Clarity Impacts Hiring
Leadership clarity means having a well-defined understanding of the role’s purpose, responsibilities, and the skills that matter most. When leaders are clear about these elements, they can:
Write focused job descriptions. Clear priorities help create realistic expectations and attract candidates who meet the essential criteria.
Identify potential over perfection. Leaders can recognize candidates who may not check every box but have the capacity and motivation to grow.
Build confidence in development. When leaders commit to training and mentoring, they open the door to hiring promising candidates who can evolve into the role.
For example, a technology company once struggled to hire a “perfect” software engineer with expertise in multiple programming languages and years of experience in every tool listed. After revisiting the role’s core needs, leadership realized that strong problem-solving skills and adaptability mattered more than mastery of every language. They adjusted the job description and invested in onboarding programs. Within months, they hired a candidate who quickly grew into the role and contributed significantly.
Signs Your Leadership May Be Fueling the Purple Squirrel Chase
If your hiring process is stuck chasing purple squirrels, leadership might be sending mixed signals. Watch for these signs:
Job descriptions list every possible skill without prioritization.
Hiring managers reject candidates who meet most but not all criteria.
There is little or no plan for onboarding or skill development after hiring.
Leaders express doubt about the team’s ability to train new hires.
Recruiters report long time-to-fill and high candidate drop-off rates.
Recognizing these signs is the first step toward changing the approach.
Building Leadership Confidence in Growing Talent
Developing skills after hiring requires leadership to trust the team’s ability to learn and adapt. Here are practical ways to build that confidence:
Create structured onboarding programs. Clear training plans help new hires ramp up quickly and reduce uncertainty.
Encourage mentorship and peer learning. Pairing new employees with experienced team members fosters knowledge sharing.
Set realistic performance milestones. Define achievable goals for the first 3, 6, and 12 months to track progress.
Celebrate growth and learning. Recognize employees who develop new skills and contribute in new ways.
Invest in continuous learning resources. Provide access to courses, workshops, and conferences.
When leadership actively supports growth, the team becomes more adaptable and hiring focuses on potential rather than perfection.
Practical Steps to Clarify Role Needs
To avoid chasing purple squirrels, leaders should clarify what the role truly requires. Consider these steps:
Engage with the team. Talk to current employees and managers to understand the role’s day-to-day demands.
Identify must-have vs. nice-to-have skills. Prioritize skills that impact immediate success.
Focus on outcomes, not just tasks. Define what success looks like in the role rather than listing every responsibility.
Review and update job descriptions regularly. Roles evolve, and descriptions should reflect current needs.
Involve multiple perspectives. Include HR, direct supervisors, and team members in defining the role.
This process creates a clear, realistic picture that guides hiring decisions.
Case Study: From Purple Squirrel to Practical Hiring
A mid-sized marketing firm struggled to fill a digital strategist role. The job description demanded expertise in every digital channel, advanced analytics skills, and years of agency experience. After six months without success, leadership revisited the role.
They realized the core need was strategic thinking and adaptability, not mastery of every tool. They revised the description to focus on these traits and committed to providing training on specific platforms. The next hire lacked some technical skills but excelled in strategy and learning ability. Within a year, this employee became a top performer, proving that leadership clarity and development focus can replace the purple squirrel myth with real success.
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