Recruitment

the first step to success

The process of finding and hiring the best qualified candidate for a job opening, in a timely and cost effective manner can be a challenging task. Seagull Maritime has developed tools to overcome such challenges; these tools are a part of our entire competence management system targeted at the maritime industry. Our goal is that YOU find the BEST candidate for the job.

Recruitment tools brochure

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Crew Evaluation System (CES)

Designed to evaluate the background knowledge of seafarers, CES is an online assessment tool used to identify training needs specific to knowledge areas defined in STCW.

CES will assist you in the screening and recruitment process and to measure the knowledge level of existing officers and crew. It can also be used as an integral part of a promotional strategy. CES is available online for easy access from different locations.

Read more Product Sheet (pdf)

Ability Profiling (APRO)

The purpose of the Ability Profiling software is to support the recruitment- and promotion-process by measuring different types of abilities of a candidate. It will assist you in revealing the candidates strong and less strong potentials.

Seagull’s Psychometric assessment tool, Ability Profiling Program (APRO), was developed as a tool for recruitment. It is the only psychometric assessment program developed specifically for the maritime industry. Ability profiling is NOT assessing maritime competence, but potentials believed to be important to perform maritime competence in the future.

Read more Product Sheet (pdf)

Facet 5 - Personality testing

Seagull is now ready to introduce Facet 5 as a tool for the recruitment process.

Facet 5 measures 5 factors which are described as “the big five” – Will, Energy, Affection, Control and Emotionality.
Seagull can make an ideal profile for all your positions that you then can compare your candidates with.

Read more Product Sheet (pdf)

Career planning information

One of the most critical issues a shipping company faces today did not exist 20 years ago: not enough competent talent to fill all the necessary positions.

Thus, it is crucial that the industry continuously renews its focus on how to recruit, train, assess, promote, and retain talented individuals.

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