7 Best Practices to Find Crew in Maritime Recruitment

In the dynamic and competitive world of maritime recruitment, finding suitably qualified crew can sometimes feel like sailing in uncharted waters. With the demand for skilled professionals on the rise and the industry undergoing rapid transformation, as a Crew Manager or Manning Agent, you need to deploy effective strategies to attract, assess, and retain the best seafarers.

In this blog post, we'll explore some best practices for maritime recruitment, equipping you with the tools and insights you need to navigate the seas of seafarer acquisition successfully.

7 Best practices for finding qualified crew in maritime recruitment

Follow our suggestions to stay one step ahead of your competition in this crowded marketplace.

1. Clearly define your job requirements

Before setting sail on your marine recruitment journey, it's essential to define clear job requirements and qualifications for the position. Work closely with your team to identify the skills, experience, and competencies needed for success in the role and make sure they are defined in your seafarer job adverts.

Clearly articulating job expectations will help attract seafarers who are the best fit for the position, which in turn will save you time and money.

2. Leverage digital platforms and networks

Embrace the power of digital platforms and professional networks to expand your reach and connect with the best seafarers. Utilize online maritime job boards, social media platforms, and maritime industry forums to advertise job openings, engage with candidates, and build relationships with industry professionals.

Leverage technology, such as Martide’s maritime crew management system and recruitment platform to streamline the recruitment process and enhance candidate experience.

3. Promote your employer brand

Be proud of your shipping company or manning agency's unique culture, values, and opportunities and highlight them to attract great crew (and shore-based employees.) Invest in employer branding initiatives, such as showcasing employee and seafarer testimonials, highlighting career development opportunities, and promoting your organization's commitment to safety and crew welfare.

A strong employer brand can differentiate your organization and attract candidates, both on- and offshore, who share your values and vision.

4. Tap into passive talent pools

Don't limit your search to active job seekers. Tap into passive talent pools by proactively reaching out to qualified crew who may not be actively looking for new opportunities. This will help you create a talent pipeline that you can turn to when you’re struggling to find the right seafarer.

Attend industry events, participate in networking activities, and engage with passive candidates through personalized outreach efforts. Building relationships with passive candidates can yield valuable connections and potential hires.

And, even more importantly, utilize Martide’s Recruitments feature. This is where you can post open-ended jobs (for free) on our website and then add any seafarers who apply to the database so that you can potentially hire them in the future.

5. Implement a rigorous screening process

Develop a structured and comprehensive screening process to assess seafarers' skills, experience, and suitability for the position. Use a combination of resume screening, phone or video interviews, technical assessments, and behavioral interviews to evaluate candidates' qualifications and fit for the rank and vessel.

Consider incorporating technology-driven tools, such as applicant tracking systems (ATS) and pre-employment assessments (such as Martide’s online seafarer assessment tests), to streamline the screening process and identify top crew efficiently.

6. Prioritize diversity and inclusion

Foster a diverse and inclusive workplace culture by actively seeking out seafarers from underrepresented groups (such as female crew members) and promoting diversity in your maritime recruitment efforts.

Incorporate diversity and inclusion initiatives into your marine recruitment strategy, such as targeted outreach efforts, diversity training programs, and inclusive language in job postings. By prioritizing diversity and inclusion, you can access a broader talent pool, drive innovation, and create a more dynamic and inclusive workforce, both in the office and on your vessels.

7. Provide a positive candidate experience

Ensure that every seafarer candidate has a positive experience throughout the maritime recruitment process, regardless of the outcome. Communicate clearly and promptly with candidates, provide feedback and updates on their application status, and offer a seamless and transparent recruitment experience from start to finish.

An engaging candidate experience can leave a lasting impression and enhance your shipping company or manning agency’s reputation as an employer or maritime recruiter of choice.

Do YOU need help finding qualified seafarer candidates?

Navigating the seas of maritime recruitment requires a strategic approach, effective communication, and a commitment to excellence.

By defining clear job requirements, leveraging digital platforms, promoting your company brand, tapping into passive talent pools, implementing a rigorous screening process, prioritizing diversity and inclusion, and providing a positive candidate experience, Crew Managers, Recruitment Officers and Manning Agents can attract, assess, and retain good seafarers to propel their organization forward in our competitive industry.

But if you find that maritime recruitment can sometimes be a headache, it’s time to talk to Martide. We can help you:

Find qualified crew through our online seafarer jobs board (which is free to post jobs on, by the way)
Streamline your hiring processes with our customizable maritime recruitment software
Make it faster and more efficient to take a seafarer from the application stage to contract signing through our crewing system
Help you manage crew changes and travel arrangements through our integrated maritime crew management system software
Retain seafarers that you want to work with again by making their experience of applying for jobs more professional and less stressful
Provide you with handy tools such as contract templates, online assessment tests, a crew planning calendar and much more

If that all sounds promising and you’d like to find out more about how we can help your small to medium sized shipping company or manning agency, get in touch today and we’ll help you achieve best practices in maritime recruitment while also helping you find the best seafarers.