by David Chapman, Founder and CEO, Purple Squirrel Found
The best advice I ever received was from Ross Perot when contemplating a career move. He said, “You are today a collection of your life’s experiences – trust your instincts.” I took his advice and chose what I love doing most – bringing talented and forward-thinking people together.
After reading Dr. Sullivan’s article, “The Strategic Recruiting of Purple Squirrels, Innovators, and Gamechangers,” I realized just how many “purple squirrels” I knew – and continued to stay in touch with. All were successful and happy in existing careers; at the same time, I felt many could be restless (perhaps unknowingly) with their status quo situations. For some time, executives had asked me for recommendations to fill much-needed positions. After making more and more matches where both sides were happier and very thankful, I knew I had the full answer to my question.
I created Purple Squirrel Found with seasoned talent acquisition professionals who had equally large networks of impressive talent. My requirements for the team are straightforward: completely understand the client’s culture and recommend only the best fit.
I also give them permission to not have an answer – something unheard of in the talent acquisition industry. This (perhaps startling) statement leads to my first “purple pointer,” a lesson I’ve learned for passing along.
Only consider talent acquisition organizations that admit they may not have the perfect fit. This is a primary indicator of a trustworthy company.
Dr. John Sullivan is a well-known thought leader in HR. He is a frequent speaker and advisor to Fortune 500 and Silicon Valley firms. Formerly the chief talent officer for Agilent Technologies (the 43,000-employee HP spin-off), he is now a professor of management at San Francisco State University. He was called the “Michael Jordan of Hiring” by Fast Company magazine.
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Purple Pointers
The best advice I ever received was from Ross Perot when contemplating a career move. He said, “You are today a collection of your life’s experiences – trust your instincts.” I took his advice and chose what I love doing most – bringing talented and forward-thinking people together.
After reading Dr. Sullivan’s article, “The Strategic Recruiting of Purple Squirrels, Innovators, and Gamechangers,” I realized just how many “purple squirrels” I knew – and continued to stay in touch with. All were successful and happy in existing careers; at the same time, I felt many could be restless (perhaps unknowingly) with their status quo situations. For some time, executives had asked me for recommendations to fill much-needed positions. After making more and more matches where both sides were happier and very thankful, I knew I had the full answer to my question.
I created Purple Squirrel Found with seasoned talent acquisition professionals who had equally large networks of impressive talent. My requirements for the team are straightforward: completely understand the client’s culture and recommend only the best fit.
I also give them permission to not have an answer – something unheard of in the talent acquisition industry. This (perhaps startling) statement leads to my first “purple pointer,” a lesson I’ve learned for passing along.
Only consider talent acquisition organizations that admit they may not have the perfect fit. This is a primary indicator of a trustworthy company.
A Must-Read Article
“The Strategic Recruiting of Purple Squirrels, Innovators, and Gamechangers,”
by Dr. John Sullivan
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http://www.ere.net/2012/06/18/the-strategic-recruiting-of-purple-squirrels-innovators-and-gamechangers/