Posts about maritime recruitment software and actionable marine recruitment tips and strategies for Crew Managers, Recruitment Officers and Manning Agents.
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!
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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.
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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.
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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.
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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.
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Newcomers to Martide’s maritime recruitment and crew management solution might wonder what the difference between our Existing and Approved Networks of manning agents is. So if you’re one of those manning agents - or a shipowner - you’re in luck as we’re going to explain exactly that in this post!
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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.
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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?
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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.
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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?
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