Screening of Seafarers
ETC 2014 Odessa
Henrik Jensen
Danica Crewing Services
The Speaker
Henrik Jensen
Owner of Danica Crewing Services
Command experience
Studied organization and HR
management at a business school in
Denmark
Crewing Manager, Safety Director,
Managing Director in ship
management/owning companies, HRMarine Group Director.
20
Technical
Human
80
Regulatory Regime
Causes for loss at sea
20
80
Technical
Human
Regulatory Regime
STCW
ISMcode
ILO
TMSA
Technical
Human
95
Safety Management
1998: 80% human / 20% technical
ISM-Code implemented in 1998 -2002
ISM risk management approach added
around 2010
Most ISM Safety Manuals are 80% technical
and reporting and 20% about human resources
The industry has spent huge resources on
composing procedures, copying, updating,
auditing and training
2012: 80% human / 20% technical.
A case
03:25 The tanker Golden Hope went aground
The vessel is fully ECDIS equipped and all systems fully functional
08:30 Meeting in the office:
Will the circular DPA/Safety Director:
letter remove the
All bridge staff
root course?
ignored the
Managing Director:
Minimum-WaterHow could this happen?
Under-Keel alarm
It is impossible! We have Will training
procedures for minimum
remove the root
under keel clearance
course?
Crewing Manager:
No. To remove the
Good! Well done. I am sorry
I have booked ECDIS
root cause the
that you again have to waste
refreshment courses for
crew onboard
our time to cope with the idiots
all our Masters
should be with a
we have onboard
proper behaviour
and personality.
Risk Management
As we did not really achieve what we wanted with the
ISM we added the magic words
Risk management
New procedures
Risk assessments
Reporting, training, audits
Oil Majors defined good practices (requirements) in the
TMSA guidance.
Again: most of the procedures are dealing with technical
and operational risks. How many have a formal risk
assessment of crewing risks in place?
Job descriptions
All shipping companies have detailed
lists of tasks each crew member is
accountable for
We are good organized
and we know who is to blame
when something goes wrong.
Requirements
Not many shipping companies define
what
Personality and
Competences
a crewmember should have to be able
to successfully perform the
task/accountabilities listed in the job
description
and even less companies screen the
candidates for their abilities
Define tasks
and
accountabilit
y
Define
personality
and
competence
requirement
s
Screening
for
suitability
Behaviour
Skills
Talent
Competences
Knowledge is of value when
- Possible
to
put into practice through
develop
effective skills and relevant
Knowled
ge
Personal
Characteristics
behaviour
Personality or
Individual
foundation
Difficult to
change
Job Requirements
The requirements should be define for
each element for every (key) position:
Personal characteristics
Talent
Skills
Knowledge
Behaviour
Define tasks
and
accountabilit
ies
Define
personality
and
competence
requirement
s
Screening
for
suitability
Interview Techniques
It is about observing
Standard set of hidden questions to reveal the
candidates profile behaviour and personality
Checklist right after the interview to capture the
impressions
Nervousness vs Calmness
Organization vs Disorganization
Self-reliance or dependence
Objectivity vs Subjectivity
Humbleness vs Fear
Self confidence vs lack of self confidence
Approachable and open vs. taciturn and withdrawn.
Sobriety
Drinking habits are difficult to reveal, ask:
"Do you use alcohol?",
"How often?",
"How much each time?",
"What do you mostly drink?",
"In what situations do you drink?", "Alone?", "To
socialize?",
"When was the last time?
"What do you think constitutes a proper limit for a
weekly consumption?
An alcoholic or high consumer will never admit his
real consumption as he is aware that it is a no-go.
Knowledge Tests
IQ-Tests
Questions to be answered within a short period of time
Purpose of the test is to check the candidates ability to solve problems
by combining his reading skills and visual understanding capabilities and
his knowledge and skills when under stress.
Examples:
The word, "mineral," can be spelled using only the letters found in the word, "parliament."
If Richard looks into a mirror and touches his left ear with his right hand, Richard's image
seems touch its right ear with its left hand.
What is the next number? 2, 4, 8, 16?
What is the next number? 2, 4, 8, 32, 40, 64, 128, 256, 1024? (1280)
Which one of the five choices makes the best comparison? PEACH is to HCAEP as 46251 is to:
2564126451126545146215264
Which larger shape would be made if the two sections are fitted together
IQ-Tests
A lot of tests around
Should not be multi-choice (yes/no
50%)
Many test favours candidates with
good mathematical skills but
questions should include text and
images
Should only be done using the
candidates native language
Candidate not to be disturbed during
the test.
Psychometric Tests
Map the candidates:
Behaviour, talent and personal
characteristics
Potential for development
Ability to adopt to changes
Leadership
Most tests are available online
Test must be in the candidates
native language or language neutral
Test Example
Test Example
Test Requirements
Test must be intended for the general
level of the position
Test must be documented:
What does the result mean?
How should it be understood
Detailed Correlation
Detailed Correlation
Simulator tests
The candidates skills and knowledge
are tested in various scenarios created
in a simulator:
Bridge, engine room, cargo simulator etc.
Psychometric Assessment
Centre
IQ-test
Leadership and personality test
Situation awareness test
Stress coping test
Some conclusions
Crewing risk management could be
better
Structured approach:
Define tasks and
accountabilities
Define personality
and competence
requirements
Screening for
suitability
Proper screening
Use tests to support the evaluation of the candidate
Off-the-shelves tests are cost-efficient but have shortcomings
Simulator tests used in the right way are efficient but expensive and
sometimes involve travel
Psychometric Assessment gives a high degree of screening but expensive and
also not always available and involves travel.
When the candidate's profile is know then pre-joining training (and later training)
can be tailor-made, more efficient and less expensive
Thanks