The reality television show, which has returned for a third series on ITV this month features singles competing to ‘couple up’ for a £50,000 prize. Attracting an audience of two million viewers per show, the popular programme has become a guilty pleasure for many professionals.

But what can recruiters learn from the world of fake tans, infinity pools and bikinis?

1. Reputation is not enough

Candidates for the 2018 show include attractive ‘catches’ including an A&E doctor, celebrity daughters and boy band members – some of whom will leave the island early.

Recruiters cannot rely on corporate credentials or employer reputation alone, but must also prove through the candidate journey that they’ll be great employers with intuitive, thorough and engaging application processes. If candidates respect their employers, they are more likely to form strong and lasting relationships (as with Camilla & Jamie, who met in the villa and are still together) which will ensure a higher retention rate.

2. Invest in ongoing relationship building

It’s easy to think you’ve found the love (employer) of your life whilst idling under the Mallorcan sun. However the harsh reality of day-to-day life back in Blighty took the gloss off many of the relationships, leading to split ups and a sense of ‘muggy’. To be successful, employers need to ensure people are given a sense of purpose, understand where their jobs fit in to the overall business, invest in communications and ensure senior management are visible and accessible.

3. Don’t put all of your eggs in one basket

This much-repeated phrase has become something of a catchphrase on the Island. In context, it refers to the contestants not getting too heavily involved with their potential partners in case someone else they prefer comes along. Many islanders do not want to settle with someone when the love of their life could enter the villa at any point.

It may be tempting to focus on one particular talent pool, particularly for specialist hiring. However – by broadening your reach through apprenticeships programmes, upskilling or retraining people with related skills, engaging with alumni and encouraging returners, recruiters will broaden their pool and may find an unexpected gem. If recruiters let past negative recruitment put them off and stop them from pursuing new employees, they may miss potential talent.

4. Challenge preconceptions

‘You’re 100% my type on paper,’ is perhaps the most used phrase on the Island.

In the world of recruitment, employers may have certain ideas of their “type” of candidate – with certain preferences for education or employment history. However, whilst these candidates may suit them better ‘on paper’, workplace compatibility does not always follow these rules. Considering atypical candidates may create a stronger dynamic going forward for recruiters who choose under-represented talent.

So there you have it – talent learnings from a beach paradise!!