Seazone’s Post

🤔 It is my understanding that a recruitment #crisis of #crewmembers is imminent. I am working on #solutions as a matter of #urgency for 2025. ✅️ "Demand for quality crew is incredibly high, and with more boats hitting the water every year, this will continue to grow." ✅️ "#CrewWelfare is of the utmost importance for the industry and integral to the success of any operations on board now more than ever." ✅️ "Guests also expect impeccable service, and a happy crew is more likely to deliver a superior #GuestExperience and engage positively, contributing to a memorable trip while also maintaining the high level of discretion and professionalism required." ✅️ "#Investing in the #ProfessionalGrowth of the crew will not only boost morale, but also enhance their skills. Offering #TrainingProgrammes and #CareerAdvancement opportunities can only add to crew happiness by providing a clear and stable career" 💡 Feedback from the field in this The Superyacht Group article written by Conor Feasey suggests that the new face of the #yachting market will be one of the most challenging we have seen for at least the next decade. Working on...and soon available ! To read the article ➡️ https://lnkd.in/eAJxmgRJ #captains #yacht #Superyacht #YachtCharter #YachtBroker #CrewManagement #YachtManagement

Are you looking for crew? Try this... Are you a Captain or Head of Department trying to fill a position? You posted the job, and received applicants, but none seem to match. Instead of blaming the candidates, it might be time to review your job description. The clearer and more detailed it is, the better your chances of attracting qualified candidates. Here’s how to get it right: 1. Clear Job Title - Be specific: "Experienced Deckhand for 55m Charter Yacht" is better than just "Deckhand." 2. Key Responsibilities - List duties so candidates know exactly what’s expected. 3. Required Qualifications - State necessary certifications (e.g., YM-Offshore) and skills to filter out underqualified candidates. 4. Experience - Specify minimum experience, like "2 years on yachts over 50m," to narrow the pool. 5. Personality and Soft Skills - Highlight traits like teamwork, adaptability, and a positive attitude to match your crew’s culture. 6. Contract Type - Clarify if it’s a permanent, rotational, or seasonal position, along with the start date, to attract the right commitments. 7. Yacht and Itinerary Information - Provide yacht size, type (private or charter), and itinerary to set expectations. 8. Salary and Benefits - Be upfront about salary and perks to help attract serious candidates and avoid awkward surprises later. 9. Application Process - Include clear instructions on how to apply. 10. Set Expectations -Be transparent about unique challenges or a busy itinerary to find the right match. Please use this as a guide to help find the best candidates for your yacht. OR reach out to me if you would like assistance. #YachtCrew #JobSearchTips #CareerAdvice #YachtLife #CrewPlacement #YachtingCommunity #Yachting #CrewRecruitment #YachtJobTip #CVTipsandTricks #CVTips

Work Habits Part 11: A few years ago I wrote a blog about work habits for crew. Whilst not everyone can be a brilliant deckhand or stewardess, everyone can be a great crew member. RESPONSIBILITY. Know what your job involves on the yacht and take ownership of what are your responsibilities. Not complicated, you just need to take personal pride in your work and your standards. What habits can you think of that distinguish the average from the good to exceptional crew? Link is in the comments to the rest of my blog... #superyachtcrew #crewagency

One of the biggest mistakes that we are seeing already this year, is that new junior crew with barely 6 months experience behind them are refusing to apply for anything other than rotational positions. We understand that many people think that all jobs in yachting should be rotational, and we agree to be honest. But the reality is they are not. And because they are not, passing up jobs without rotation will come back to haunt you. We can almost guarantee that if 100% of new crew were to refuse to apply for anything other than rotational roles, then 85 % of you will be calling us in 4 months time complaining that you still have not landed a job. Please understand that you are new to the industry with no real solid experience, so we advise you to get stuck into anything thrown your way to begin with. If you plan to stay in the industry as long as most say that they do, then there should be no rush for rotation. We are not sure if agencies or training developers are putting these ideas into new crews minds, but we can assure you it is a very bad idea. A rotation will come all in good time, no need to fast track your career if your in it for the long haul. Keep at it everyone!!! #deck #deckhand #stewardess #yachtchef #chiefofficer #2ndofficer #chiefengineer #yachtengineer #yachtcrew #superyachtcrew #yachtjobs #yachtindustry #yachtingindustry #yachtmanagement #yachtcharter #yachtcrewrecruitment #recruitmentagency

📌 Finding Experienced Crew at Short Notice We all know the feeling – a key crew member cancels, and suddenly you're racing to find a qualified replacement before the next charter sets sail. The stress is real! Here's a quick action plan to help: ✔ Maintain an "Emergency Crew File": Keep a comprehensive record of vetted crew members, detailing their certifications, experience, references, and availability. Update this regularly! ✔ Use Dedicated Crewing Agencies: Identify 2-3 agencies specializing in quickly placing yacht crew. Keep their contact information and procedures readily accessible. ✔ Tap into the "Crew Network": Actively participate in online yachting forums and Facebook groups. Build relationships pre-season, so you have a community to rely on during urgent situations. ✔ Preemptive Training Pays Off: During the off-season, invest in cross-training your crew. A chef with basic deckhand skills or an engineer with first-aid knowledge can be a lifesaver. Let's exchange ideas! What other strategies have proven effective for managing crew shortages during critical moments? #yachtcharter #yachtcrew #crewmanagement #yachtingindustry 

Dear fellow seafarers, In our line of work, clear communication is paramount. I want to stress the importance of discussing everything in detail with your Crewing Officer. Whether it's about your contract, concerns, or preferences, don't hesitate to address them. Remember, the Crewing Officer's role is to facilitate your joining as a seafarer, not to manage you. Your direct manager is the marine manager. Therefore, feel empowered to express any doubts or points of contention immediately. It's crucial to read your contract thoroughly and ensure you understand every aspect. If something doesn't sit right with you, speak up. You're not merely working for a company; you're offering your valuable services and expertise in exchange for fair compensation. Let's maintain professionalism.

Work Habits Part 10: A few years ago I wrote a blog about work habits for crew. Whilst not everyone can be a brilliant deckhand or stewardess, everyone can be a great crew member. DON'T GET INVOLVED. There will often be things going on that have nothing to do with you. In different departments or with other people in your dept. That probably don't affect your life in the slightest. Or only marginally. So don't get involved, don't offer up your unnecessary opinion on the subject in the crew mess. Don't stir the pot, don't gossip, don't take sides if it involves petty, mundane BS. What habits can you think of that distinguish the average from the good to exceptional crew? Link is in the comments to the rest of my blog... #superyachtcrew #crewagency