Recruiting can be a time-consuming and arduous process, but it doesn't have to be. With the right approach and expectations, you can make the process of finding top talent easier and more efficient.

In this blog post, we'll discuss why you shouldn't be forced to hunt for unicorns when recruiting and what steps you can take to ensure that you're finding the right fit for your team.

The Definition of Unicorn

Unicorn recruitment has become a bit of a buzzword in the business world, but what exactly is it? Well, the term unicorn was coined to refer to an individual who is highly skilled and uniquely qualified for a job or task. A unicorn could be a tech engineer who understands both coding and design, a manager who excels in operations and marketing, or any other special combination of skills.

In short, unicorns are those rare individuals who have a specific set of skills that make them truly invaluable to an organization. Unfortunately, they can be hard to find.

Given how difficult it is to identify and recruit unicorns, many companies have adopted the strategy of searching for them through networking, referrals, and targeted job postings. While these strategies can be useful in certain cases, it is important to remember that you don’t need to resort to unicorn hunting in order to find great talent.

There are plenty of talented people out there who don’t necessarily fit the definition of a unicorn but who could still make great hires for your company. The key is to cast a wide net when searching for potential candidates and use tools like applicant tracking systems and psychometric tests to filter for the best-suited applicants. 

By taking a more holistic approach to recruitment, you can ensure that you don’t miss out on any great candidates who don’t necessarily fit the definition of a unicorn.

The Problems With Hunting For Unicorns

Are you looking to hire top talent for your business but feeling overwhelmed by the idea of having to hunt for unicorns? You're not alone. Many businesses today struggle to find candidates with the perfect combination of skills and experience, leading them to pursue elusive unicorns who meet their ideal requirements.

However, it's important to remember that unicorn hunting is not necessary for finding great talent. Here are some reasons why businesses should avoid this approach and focus on cultivating a robust candidate pool instead:

1. It Can Be Costly - Hunting for unicorns requires a significant investment of time and resources. You may need to invest in additional recruitment software or research tools to locate hard-to-find candidates, or even hire a specialized headhunter. This can be costly, especially if you don't end up finding your ideal candidate.

2. It Creates High Expectations - When companies hunt for unicorns, they often have unrealistic expectations of what these candidates can bring to the table. This leads to an expectation gap between the employer and employee which can ultimately lead to disappointment or an unsuccessful outcome.

3. It Limits Your Talent Pool - Unicorn hunting typically narrows your pool of potential candidates to just a few individuals, making it difficult to assess other potential hires. By focusing on cultivating a broader pool of applicants with different skill sets, you’ll be able to find more well-rounded talent that better suits your business needs.

At the end of the day, businesses should avoid the temptation to hunt for unicorns and focus on building a wide-ranging candidate pool instead. By doing so, you’ll be able to find the best fit for your company and maximize the return on your recruitment investment.

How to Avoid Hunting for Unicorns

Are you feeling overwhelmed while recruiting for your business? Does it feel like you’re searching for a mythical creature - a unicorn - to join your team? Don’t despair! You don’t have to be stuck hunting for unicorns, no matter how difficult the recruiting process may seem.

To avoid feeling forced to hunt for unicorns, here are a few strategies you can use when recruiting for your business:

• Create a list of non-negotiable traits and skills you’re looking for in a potential employee. Make sure to include both hard and soft skills that are necessary for the job. This will help you filter out candidates who don’t fit the criteria and make it easier to find the right person.

• Connect with alumni from your alma mater or colleagues from past jobs. Reaching out to people who already have an established relationship with you is an effective way to find quality candidates without spending a lot of time searching.

• Don’t just focus on top-tier candidates. Sometimes, the perfect hire is someone who isn’t as experienced but has the potential to grow and learn. Look for potential and passion in candidates and consider giving them an opportunity.

• Focus on creating a culture where new hires can feel welcomed and supported. If candidates feel that they will be part of a team and won’t be expected to be perfect, they may be more likely to join your company.

By following these strategies, you can avoid feeling like you’re searching for a unicorn when recruiting for your business. Take your time, focus on the right criteria, and reach out to quality candidates to get the best results. Good luck!

If you need any more help when it comes to recruiting, I’m your gal! Click here to schedule your call with me today!