N2 People Skills

Saturday, February 6, 2016

Does your yacht suffer from poor recruitment?

Whether it's a Captain you need or Deckhand; Poor recruitment = poor ownership experience + higher € running costs of a yacht.

 It's never easy finding new crew, and for many the need can arise when there is little time to spare. For those that choose to use multiple agencies because of time, decisions are paramount to successfully filling your position. 

Without good communication recruiters can end up with incomplete information to go on and end up looking to job title and responsibilities. With hundreds of applicants found on a web site within a few hours of a job being posted, along with tens of thousands of crew on agencies books, you may quickly be inundated with CVs'. 
The question is, are they right for your needs?

If you go by job title and responsibilities alone, the job may well get done. But how the job gets done is another question. Are you actively doing something wrong, or are you  failing to actively do something right?

For top of the line service and safety onboard it ultimately comes down to not 'what' is done but 'HOW' it is done. Without this information you or a recruiter can  be looking at the wrong things in crew and missing the right things. RESULTING in less than perfect candidates.
As you are overwhelmed with CVs from agencies you may be asking: 
"Why am I paying to just get a slew of CV's."  

Yes the applicants may well fit the job title, and know 'what' to do, but how do you know, they know 'HOW' the job needs to be done?

While there is no simple answer the fact is that any new employee will always be a risk.  This is good reason why many top companies use a two, three or four interview selection process for their top positions. Along with this they integrate various tools to help create deeper dialogue with applicants so they can see how they work best, and if this fits with the company culture. 

Yet today few agents, captains or owners use any of these methods, and what's more astounding on a yacht is every position is a top position!  From the laundry person to the captain,  "HOW" a job is done, and how a crew are led matters to the overall ownership experience. 
Because of the many different styles of leadership and owners, understanding the HOW becomes critical to successful recruitment.  If recruiters and crew are not consciously aware of 'HOW' things need to be done, it can lead to creating a catch 22 in recruitment and a trap of errors of omission.
The yacht may feel they have recruited the right person because the crew had the qualifications, skills, and references to do what needed to be done. Yet the new recruit ends up not doing something that should have been done. This is an error of omission.
Many crew are let go, not because they did the wrong thing, but more frequently because of what they did not do. This error of omission: not doing something that should have been done, can become a lost opportunity of learning as the cycle starts all over again.
Poor recruitment frequently happens because of not doing something that should have been done. A question not asked of employer or employee can end with someone failing to actively do something right or not acting when action was warranted.  Good communication is key to recruitment and developing a great team, and ultimately how one gets to top ownership experience. 
In order for a superyacht owner to get the quality of service and the experience they pay highly for, recruitment from the very first to last crew member must be looked at with the same eye for detail that stability is looked at when a yacht is designed and built.