How to Create a Talent Pipeline in Maritime Recruitment

How to Create a Talent Pipeline in Maritime Recruitment

Times have changed in recruitment and that includes in maritime recruitment too. You can't simply rely on the best talent to be applying organically to your seafarer jobs anymore.

To be successful long term you must be proactive by targeting the candidates that are a great fit for your company and building a relationship with them.

But using multiple systems which contain the information that forms your talent pipeline can drastically slow down this process. So what's the answer?

How to create a talent pipeline in maritime recruitment

If you're looking to move to a more proactive recruiting model, talent pipelines should be a critical part of your strategy. As with any new concept though, there's a lot of confusion around the best way to draw up and implement a talent pipe-lining game plan.

So with that in mind, we've put together everything that your shipping company needs to know about talent pipelines.

Read more: How to Create Deeper Talent Pools for Faster Maritime Recruitment

What is a talent pipeline?

When talking about talent and maritime recruitment, a pipeline may not be such a well known term in the shipping industry. However it's a concept that's well established in the sales and marketing sector.

In the context of recruitment, a pipeline is a collection of candidates that are actively engaged with your company, and who can be contacted when you are ready to fulfil one of your vacant seafarer jobs.

two pipelines running through forest of fir trees

It's "relationship-centric" recruiting at its best. Instead of searching for candidates that fit an immediate need, talent pipe lining requires you to build relationships with passive talent for future opportunities.

And that means less stress for you when it comes to meeting your crew change over dates!

Developing a talent pipeline requires a company to shift from reactive to proactive recruiting. This can be a daunting task but with the right type of software in place it will be much easier to implement.

With this tactic, customizing the pipeline depending on your wants and needs at that time and means you waste less time by adding unnecessary steps to your process.

What difference does this make?

Successfully sourcing the right seafarer is not just a case of filling vacancies; it’s about anticipating future challenges and being ready to meet them.

man standing in metal pipe looking towards a distant light at the end

The most important aspect of managing your maritime industry talent pipeline is maintaining good relationships.

You already know your candidates and, most importantly, they know and trust you.

The benefits are huge, but the process is simple: plan ahead, search proactively and make an effort to engage with your candidates in a one-on-one basis.  

Related: The Ultimate Guide to Growing Your Maritime Candidate Database

With an active talent pipeline, you always have the top candidates in your sights – putting you one step ahead of your competition and your time deadlines when it comes to recruiting.

How Martide helps your maritime recruitment efforts

At Martide we love efficiency, streamlining and software! That's why we created our crew management and maritime recruitment solution for the shipping industry with the pipeline theory at its very center.

We also don't believe in a one size fits all approach either which is why we make it easy for each shipowner or manager to customize your own talent pipelines.

This is a must in the maritime industry where every vessel, rank, vacant position, shipowner, ship manager, seafarer and contract can have totally unique requirements.

Get in touch today and schedule a no-strings attached demo so we can show you just how our building block approach to talent pipelines, candidate sourcing and applicant tracking can help your shipping company find the very best seafarers for your vacant crewing positions.