Purple squirrel hiring is more common than you think.
Purple squirrel hiring is one of the biggest reasons companies miss exceptional candidates—and we’ve seen it happen more times than we can count.
A hiring manager interviews someone with the right experience, a great attitude, and the ability to make an immediate impact. Then someone says, “Let’s keep looking. I think we can find someone even better.”
Weeks turn into months. The position stays open. Existing employees absorb the extra work. Productivity slips. Meanwhile, that promising candidate accepts another offer.
Sound familiar?
If so, your organization may be stuck searching for a purple squirrel instead of hiring a great employee.
What Is Purple Squirrel Hiring?
Purple squirrel hiring describes the search for an almost impossible candidate.
They’re expected to have every required skill, every preferred qualification, years of industry experience, the perfect personality, and be available immediately—all within budget.
There’s nothing wrong with setting high standards.
The problem begins when the ideal candidate becomes the only acceptable candidate.
That’s when purple squirrel hiring quietly turns a reasonable search into an impossible one.
The Real Cost of Purple Squirrel Hiring
Every day a position sits vacant, your business pays a price.
Projects slow down.
Employees take on additional work.
Overtime increases.
Managers spend more time interviewing than leading.
Customers may even begin to feel the impact.
According to the U.S. Bureau of Labor Statistics Job Openings and Labor Turnover Survey (JOLTS), competition for skilled talent remains strong across many industries. The best candidates often receive multiple offers, so lengthy hiring processes can work against employers.
Ironically, the longer companies wait for the perfect candidate, the fewer exceptional candidates remain available.
Purple Squirrel Hiring Overlooks Great Employees
Think about your best employee.
Did they know everything on their first day?
Probably not.
Most successful employees grew into their roles because they were willing to learn, solve problems, and adapt.
Technical skills matter. However, many can be taught through training.
Character, curiosity, accountability, and a strong work ethic are much harder to teach.
Companies caught in Purple Squirrel Hiring often overlook candidates with those qualities simply because they don’t check every box.
That’s one reason many organizations are embracing skills-first hiring. The World Economic Forum believes employers who prioritize demonstrated skills over perfect credentials build stronger, more adaptable workforces.
How to Avoid Purple Squirrel Hiring
Before posting your next opening, gather your hiring team and ask three simple questions.
Is this requirement truly essential?
Some qualifications should never be compromised.
Security clearances, required certifications, licenses, or specialized technical expertise may be mandatory.
Everything else deserves another look.
Can we teach this?
Every company has unique systems, equipment, and processes.
If a motivated employee can learn the skill within a reasonable amount of time, consider moving it from “required” to “preferred.”
Doing so expands your talent pool without lowering your standards.
More importantly, it helps your team move beyond purple squirrel hiring and focus on the qualifications that truly drive success.
Are we hiring for today—or for the future?
The candidate who can grow with your organization may create more long-term value than someone whose experience perfectly matches today’s job description.
Potential shouldn’t replace qualifications.
However, it shouldn’t be ignored either.
Hire People, Not the Perfect Resume
A resume tells you where someone has been.
It doesn’t always tell you what they’re capable of becoming.
Some of the best hires don’t have the longest resumes or the most recognizable employers. They have the right mindset, the right foundation, and a genuine desire to keep learning.
Breaking the cycle of purple squirrel hiring doesn’t mean lowering your standards.
It means focusing on the qualifications that matter most while recognizing potential when you see it.
Stop Waiting for Perfect
Every hiring manager wants to make a great hire.
That’s understandable.
However, waiting for the perfect candidate can prevent you from hiring an exceptional one.
The next time you’re reviewing resumes, ask yourself one simple question:
Are we looking for the best candidate—or the most perfect one?
That answer can shorten your hiring timeline, reduce hiring costs, and help your organization secure top talent before someone else does.
At CPI, we’ve helped employers build stronger teams since 1982. We know successful hiring isn’t about finding mythical purple squirrels. It’s about identifying people with the right skills, the right attitude, and the potential to grow with your organization
