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Building a trusting relationship with candidates and clients


Matthew Jaenicke, Managing Director, Viking Recruitment & Chiltern Maritime


he Recruitment Department at Viking Recruitment is made up of a wide and


diverse team who work with our clients and candidates on a daily basis. A large number of the team have previously worked onboard cruise ships, in differing positions, and this is certainly a plus, as when the Consultants speak to candid- ates they have an understanding of the cruise industry and what is required to work in the industry.


Consultants are often questioned about life onboard, the way the ship and industry works as well as being able to share their knowledge of certification and technical terminology. Consultants who have worked at sea can also tell if a candidate has the right experience, skills, attitude and personality to work at sea.


The diverse recruitment team is made up of a variety of personnel, who come from different backgrounds and experience. Some have sailed for many years, and to


a host of different destinations working with a huge variety of nationalities and cultures. Others have worked on board a Cross Channel Ferry. Some may not have stepped onboard a ship before, but share the passion and drive that their colleagues thrive on.


All bring with them different attributes to the team, and these diversities help to synergize the team together to achieve the ultimate goal of matching candidates to the wide and interesting positions and career opportunities that our clients have open.


Those with shipboard experience educate the ‘non-seafarers’ and offer them guidance and an understanding of the industry and often answer questions which are only possible from having worked onboard a cruise ship. The members of the team that come from shore based roles are employed because of their excellent people and interpersonal skills. These two diverse groups of people work well and have proved to offer our clients an excellent


all-round service. We also have representatives in Auckland, New Zealand who enhance our Recruitment Department by offering a valuable service to the Australasia region; our representatives there have experience within the ever growing yachting industry.


The Recruitment Department is also assisted by a network of global partners, who work with us throughout Europe, South Africa and South America to ensure we have a full global coverage. Many of these hiring partners have cruise ship experience, and they have an excellent understanding to working and life at sea.


As an aside the individuals who have joined us from a ‘high street’ recruitment background haven’t been able to adjust well to this specialist style of recruiting.


Our diverse client base means that what one client requires can be totally different to another client’s needs and the Recruit- ment Team build a trusting relationship with candidates and clients to continue, build and nurture this relationship.


The role of the Marine Training Manager Holly Hewitt, Marine Training Manager, Chiltern Maritime Limited


is successful in their training is due to their own ability and commitment; however the role of the training team that manage their cadetship should not be underestimated in this success. The relationship between Training Manager and Officer Trainee starts at the selection process and continues right through to the end goal: the completion of the training programme.


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Due to the unique experience of training for a career at sea, and in order to make the end goal possible, the training team as a whole need to be equipped with a range of skills, experience and knowledge that can be utilised in different scenarios.


There is no doubt that having staff within the training team that have experience of working at sea is a benefit. Going to sea for the first time, particularly at a young age can be a daunting experience and will present the trainees with different environments and challenges. For an Officer Trainee, speaking to someone who has had this experience first-hand can often alleviate fears and promote a sense of common purpose and understanding which in-turn may restore their confidence in the training. Staff members that have


hether any Officer Trainee


worked at sea or have been shore-based within the industry bring a wealth of specialist maritime knowledge which can be used to make the training process run efficiently.


In addition to this, it is essential to employ staff that have a professional knowledge of HR practice. Good practice measures should be adopted at all times and the Training Manager is responsible for keeping aware of changes in employment law and developments to employment practices.


Due to the nature of the training programme, the Training Manager’s position is similar to an HR generalist role, dealing with everything from recruitment and selection, induction, learning and development, employee relations, manpower planning and performance management. Without a good understanding of these practices there is no way to ensure that fair and standard procedures are followed.


The skills required of the Training Manager are diverse and encompass a range of soft and hard skills. One of the key soft areas is the ability to employ excellent interpersonal skills. At the outset, the Training Manager needs to effectively communicate to the Officer Trainee their role as manager in terms of keeping the training on course and their role as an advisor and supporter. To make the


relationship successful, listening is an essential skill. Recognising when a cadet is just having a bad day or identifying a more serious issue such as homesickness, illness or personal problems requires an effective listener. The Training Manager often adapts to the role similar to a parent, as essentially these individuals are still growing into young adults and encounter a range of problems whilst at college and at sea.


Alternatively, the Training Manager may need to adopt a harder approach when dealing with performance management and disciplinary procedures. The Training Manager must be able to identify the most productive approach and behaviour to get the results that they want and get their message across in a way that gets heard, understood, accepted and acted upon. It takes a skilled influencer to ensure that the Officer Trainee understands your message and accepts your proposals.


These are but a few of the skills required of the Training Manager, not forgetting other key skills such as problem solving, being decisive, managing and leading change and diplomacy. Ultimately however, the Training Manager is only as effective as the team supporting him/her; therefore, when employing staff there is a need to ensure that they have the range of experience and diverse skills required.


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