Is crew retention an issue in your small to mid sized shipping company? Do you struggle to fill seafarer jobs and hold on to seamen once the contract is over? If the crew you hire are defecting to your competitors you have a problem. One way to solve that is to implement a crewing software solution.
Must read Martide blog posts on maritime recruitment including tips, tricks, retention strategies and more for busy small to mid-size shipping companies.
If you’re struggling to retain seafarers at the end of contracts there’s an issue with your crew retention strategy. Being unable to keep the best seamen and seeing them walk away to line up their next contract with your competitors is frustrating and costly. So how do you stop crew jumping ship?
From your youngest deck cadet to your most experienced ship’s master, everyone likes to feel they’re being listened to. And as an employer it’s your job to make sure that happens - especially if you want to boost your crew and employee retention rates.
Talent pools are a bit of a recruitment buzzword. People love talking about them, about how to deepen their pool and how to go about creating one. Put simply, the deeper your talent pool is (the more candidates it has in it) the quicker it will be for you to find the right person for your vacancy.
Are you posting adverts for maritime jobs but not attracting the number of applicants you expected? A shortage of candidates is a headache for shipowners and manning agents. You know seafarers are out there but why aren’t they biting your arm off for a chance to work for your company?!
Are Generation Z young upstarts who haven’t earned their stripes? Maybe but employers have found new candidates are making greater demands than ever. And in a job market suffering from a skills shortage it’s vital your shipping company addresses this to attract top talent in the maritime industry.
If your crew are abandoning ship and going to work for other companies it may be a sign that you need to implement some employee retention techniques by reevaluating your company’s policies. After all, it’s easier and cheaper to retain talent than it is to be constantly having to fill positions.
Applicant tracking systems (ATS) aren’t exactly breaking news, but in the world of maritime recruitment they can be an absolute lifesaver when it comes to sourcing candidates, keeping track of applications, and knowing exactly which stage of the recruitment process a seafarer is at any given time.
There will be a predicted shortage of 89,510 officers by 2026. To prevent this, employers will need to attract and retain as many potential seafarers as possible. We take a look at a few benefits you can offer to appeal to new recruits to offset any potential shortages.
In the shipping industry it's often more convenient to interview candidates for your maritime jobs over the phone or by video call given the distances involved. Here's how to write a video or phone interview invitation email template to invite candidates to a call.
Martide’s maritime recruitment software helps shipowners and managers streamline their candidate sourcing, interviewing and hiring processes. From the moment you post a job to the minute you hire a recruit, we’re with you every step of the way. We’ll walk you through the process to get you started.
It's time to talk about your crew retention strategies: the shortage of talent in the shipping industry is at an all time low. Seafarers are increasingly hard to find and crew retention is becoming a thorn in shipping companies’ side. So what can shipowners do to stop crew from quitting?
Whether you’re new to recruitment and interviewing, you’re making the switch from phone interviews to video interviews, or you just feel that some of your hiring team could do with a refresher course, we’ve written this blog post as a guide to successful online maritime recruitment interviews.
Are you reading this blog post on your laptop or desktop computer? Or are you reading it on your phone? Why are we asking, you might wonder. But trust us, there is a point to this. And it can affect the way you run your maritime recruitment and crew planning operations. Welcome to mobile recruiting.
Businesses are constantly building their strategies to adapt to an ever-changing world. This is now even more vital with the changes brought about by the pandemic. One business strategy that’s rapidly transforming is talent acquisition as recruiters struggle to adjust to a remote hiring process.
There are so many different moving parts to maritime recruitment that surely anything you can do to make your life easier is a good thing, right? Scratch that, it’s a great thing! And one of those elements of the marine recruitment process is, of course, your job interviews with seafarers.
Are you a shipowner looking for a maritime recruitment agency to fill your seafarer jobs? Maybe you’re not getting results from your current crewing company. Perhaps you’re hiring a recruiter for the first time. Make sure you choose the right team for the job by reading this post first.
Good news - the vacancies for your jobs at sea that you’ve advertised have attracted some applications and it’s time to create a shortlist of candidates. Now you’ll need to send each of them a short email updating them on the status of their application.
Sourcing candidates for your vacant jobs at sea by email can be broken down into cold candidate outreach and referred outreach. This step-by-step guide looks at how to write maritime recruitment email templates for both methods to make your life less stressful and your time to hire shorter!
As a company working in maritime recruitment we know that when it comes to sourcing top talent for your jobs at sea your recruitment emails need to be top notch. But it’s unrealistic to think you’re going to handcraft every email you send to every candidate. Which means turning to email templates.
You may think that coming from a company who helps shipowners streamline maritime recruitment operations the title of this post is a biased. And you might be right! But stick with us as we explain why only working with one recruitment agency in the maritime industry makes more sense than you think.
If you don’t have previous knowledge of an applicant to one of your seafarer jobs, candidate evaluation is crucial in maritime recruitment. Yes you need to hire someone qualified and experienced but you want to pick the right seafarer by learning more about their background and personality too.
What are some of the steps that shipping companies can take to promote seafaring as a career and fill their vacant maritime jobs? The need to attract and retain seafarers is a huge issue and one we all need to step up to if shipowners can beat their marine recruitment headaches.
Anyone working in maritime recruitment must be proactive: skilled candidates won’t drop in your lap. It’s frustrating to find the perfect applicant but struggle to get their attention to make them realize they’re perfect for your vacancy. So how do you engage with qualified seafarers?
As a small to medium-sized shipowner or manager, you know maritime recruitment can be stressful. But the good news is, there’s a way you can minimize the stress (and expense) of constantly trying to find new seafarers. You just need to develop an effective maritime recruitment process. Here’s how.
In maritime recruitment your time to hire is vital. You’ve crew change over dates to meet and it’s crucial you make the deadlines. But if you’re facing an uphill battle when it comes to filling your seafarer job vacancies in a timely fashion, it’s time to take a look at what may be slowing you down.
Checking in with your maritime recruitment process is a good way to ensure you’re doing all you can to attract and engage with top seafaring talent and fill your jobs at sea as quickly as possible. And one way of doing that is to look at your recruitment process from your candidates’ point of view.
The need for tech savvy people and seafarers means many shipping companies struggle to attract employees and contractors who have the latest technical skills. There’s a number of reasons and we take a look at some of them and consider how to address the lack of tech talent in the maritime industry.
Do you feel like you should be getting more candidates applying for your seafarer jobs? You know your company is great to work for but applicants are either not coming through the door or are dropping out of the process halfway through. Could there be an issue with your maritime recruitment process?
Like many industries the maritime industry is facing a serious skills gap and therefore a challenge in fulfilling crewing positions and jobs at sea. Evolution is needed and so too is the adoption of maritime technology.
There’s nothing more frustrating than seeing the best of your candidates finish a contract, disembark from your vessel, head home for a rest...then disappear never to be heard from again. Crew retention issues are stressful! Here’s why listening is a crucial tool in the war against vanishing crew.
In this blog post we’re going to examine another way you can create better and more honest engagement with the seamen and women who apply for your maritime job vacancies, and therefore increase the chances of them remaining loyal to your shipping company. It’s time to talk about transparency.
You’re hiring for your open seafarer jobs and your crewing system and maritime recruitment process are working well. Now you’re at the interview stage. Some of your interviewees are great all the way through the interview...but others, well others, might set alarm bells ringing halfway through.
In maritime recruitment you’re not only hiring people for your shore based maritime jobs but also seafarers on contracts. It’s not surprising it can feel like your HR department is chasing its own tail half the time! We take a look at how you can simplify your maritime recruitment efforts.
The nature of jobs at sea mean crew of all levels find themselves working alongside people who hail from different cultural backgrounds, and who speak a different language. How can seafarers overcome those language barriers?
Maritime recruitment fairs are great places for shipowners to meet seafarers and cadets and add them to their candidate database. Plus they provide you with stealth opportunities to identify top talent and establish a connection with standout seamen before everyone gets their hands on them!
Is it getting harder to fill your seafarer jobs in the maritime industry? Is the dwindling talent pool getting you down? Perhaps the amount of crew transitioning to shore-based jobs is taking its toll. If so join Martide as we investigate how social media can be a rich source of candidates.
Filling positions and growing your candidate database can be tricky in many sectors but in the maritime industry with its constant turnover of contracts and crew retention issues, it can feel like a never ending struggle.That’s why you must ensure the job adverts you post are, well, doing their job!
Are you a shipowner or manager fed up with trying to grow your candidate database to fill your jobs at sea? We’d love to tell you there’s a quick fix solution - but there isn’t. However the good news is, there’s some sure-fire ways to make the never-ending maritime recruitment drive less painful.
Growing your candidate database can be hard and though there may be plenty of seamen who are looking for jobs at sea, not all of them might make the grade. Of course you want licensed and qualified crew onboard your vessels, but are you being too picky when it comes to hiring for your seafarer jobs?
In shipping, not everyone is onboard when it comes to abandoning old practices and embracing new. Do your maritime recruitment agencies fall into that category? If you suspect the companies you use to fill your maritime jobs could be more efficient it’s time to take a look at who you partner with.
Whether you’re an employer or a maritime recruitment agency, some seafarers you interview might be nervous. Here's how to read body language so you can spot the signs of nerves and not jump to unfair conclusions about a person.
Social media is a polarizing topic but whether you love it or hate it, one thing’s for sure and that is that companies need it. And that includes your small to medium sized shipping company. Don’t believe us? We look at some of the reasons why you should consider having a social media presence.
When you’re looking for candidates to fill your seafarer jobs, you meet seamen ranging from cadets to experienced masters and chief officers. And somewhere in the middle of those age groups lie millennials. And you may find you need to adjust your traditional interview process to deal with them.
If you’re a shipowner using maritime recruitment agencies to fill your jobs at sea, you need to know you’re getting good value for money. Luckily there's ways to tell if the agency or consultant you work with is fulfilling their obligations, and one of those is looking at how responsive they are.
If you’re thinking about implementing an employee referral scheme in your shipping company to help fill your seafarer jobs, it’s only going to work if you know how to motivate your staff to participate in it. So just how do you go about doing that? Martide has the answers.
The shipping industry isn’t immune to the impact technology is having on the workplace. We are living, working and crewing in an age that requires us to be more switched on than ever. So should you be hiring more tech savvy seafarers to fill your jobs at sea?
Not convinced that your employees and contractors can help you fill your vacant seafarer jobs? What if we told you that your employees’ social media posts are likely to be way more effective than your official business or company page? How much is ‘way more’? It’s about eight times more.
Finding the right crew to fill your seafarer jobs is hard if the maritime recruitment agencies you work with aren’t doing their jobs properly. You need to be sure the seamen they pick from their candidate database are right. So let’s look at how to choose a partner to help you fill your vacancies.
It’s no secret many shipping companies struggle with employee and crew retention. Indeed, it’s no secret many companies, in any industry, have problems recruiting and retaining staff. So what can be done to tackle this? After all, losing crew to your competitors is not only annoying, but costly too.
Screening candidates for seafarer jobs on social media is free, quick and easy. BUT there are things to watch out for. Martide takes a look at a few of the pitfalls to help you as a small to medium sized shipping company decide whether or not candidate screening on social media is right for you.
Do you ever find it hard recruiting for your seafarer jobs? Does anything frustrate you? Hate sorting through all the seafarer resumes? Well there are ways to minimize the time you spend screening whether resumes are paper or online. All you need is a little help from Martide and technology!
You advertise your seafarer jobs. A candidate applies. They’ve the right qualifications, their documents are valid. You interview them and they’re a great fit for your vessel. You negotiate salary, offer them a contract and then...nothing. They disappear. Welcome to the world of candidate ghosting.
Are you considering maritime recruitment and crewing software for your shipping company? Want all the benefits that come with integrated Applicant Tracking Systems? From job ads to ways to upload and sign seafarer contracts, wouldn’t it be great to have one centralized system taking care of it all?
One thing being talked about in recruitment for seafarer jobs at the moment is candidate experience. The theory is that by improving this and engaging better with potential employees, you’ll be more likely to acquire top talent. And one way to do that is to ask better interview questions.
You can't rely on the best talent applying organically for your seafarer jobs anymore. To be successful long term in the maritime industry you must be proactive, targeting the candidates that are a great fit for your shipping company and building a relationship with them.
There are so many moving parts in maritime recruitment and crew management in this industry that adopting cloud computing and integrated crewing systems has to be the way forward. Here's how Martide can help.
Filling empty seafarer jobs with qualified crew can be time consuming and frustrating. You can remove some of that headache by encouraging your contractors and employees to refer friends, acquaintances and former co-workers they think will be a good fit for your shipping company.
Are you a shipowner or manning agent tired of how reading endless seafarer resumes is slowing your maritime recruitment processes down? Do you worry the CVs you receive might not be the truth and nothing but the truth? You’re not alone. Recruiters are turning to LinkedIn for the initial screening.
To make a splash in the maritime industry your shipping company needs to go one further than sending the occasional newsletter. Today your digital presence is crucial and you must revamp your strategies from time to time to stand out from the competition.
As a maritime recruitment company we know the average employee changes their job every four to five years. That’s not long to stay with a company that's invested in the recruitment and training of new hires planning. The question is not only how to attract top talent but how to retain it?
Being the bearer of bad news is never nice but when it comes to candidate rejection emails it’s better to bite the bullet. Sure, you could just ignore seafarers who haven’t made the grade, but as a marine recruitment agency we think it’s better to tell your unsuccessful applicants. Here’s why.
Wondering why recruiting the right seafarers for your maritime jobs is such hard work? All you want is to fill your empty seafarer jobs positions with suitable candidates but it seems to be increasingly difficult to hire top talent. How can shipping companies eliminate staffing headaches for good?
Can your shipping company afford to operate without a Head of Talent? Considering the current skills shortage in the maritime industry the answer may be “No.” Talent acquisition is vital if you want to stay ahead and a busy shipowner needs someone to take care of maritime recruitment for them.
Of all recruitment emails a job offer is the one that you need to send as quickly as possible. It’s no secret that shipping companies and maritime recruitment agencies are suffering from a lack of candidates. That’s why if you’ve interviewed top talent let them know before they accept another offer!
We’re facing a skills shortage. But there’s still a huge need for seafarers so for shipping companies or marine recruitment agencies to give up isn’t an option. What needs to change for shipowners to ensure they get first pick when looking for qualified seafarers who are looking for jobs at sea?
LNG fueled ships are potentially changing the future of the maritime industry. Liquefied Natural Gas has been proven to be a feasible replacement for oil based fuel. But as with any new marine tech this game changer for commercial shipping doesn't come without issues.
That there is a lack of women in maritime jobs will come as a shock to absolutely no-one. The reasons why have been discussed at length so how does the industry encourage females and increase the number of women at sea? After all, this rewarding career and a life at sea should be open to all!
It can be hard knowing if you’ve found the right person for a job but there are often tell tale signs if an applicant is going to work out in the maritime industry or not. We take a look at what shipowners or managers should watch out for when interviewing seafarers for vacant jobs at sea.
Are you doing everything you can to attract a new generation of seafarers? Thought you could just place a job ad and wait for applications to roll in? Marine recruitment can be tough! But Martide is here to help - so let’s take a look at what today's seafarers expect from the recruitment process.