Analysis of recruitment practices in shipping companies

Due to the nature of the sector, maritime industry stakeholders aim to align the relevant seafarers' professional skills and the job's requirements as sensitively and in detail as possible during the recruitment processes. More empirical studies in the literature on the effectiveness of recruitment processes in the maritime sector still need to be done. This research focuses on the problems experienced by seafarers in the recruitment process and analyses the efficiency of the applications used in the recruitment process. The data in the study were obtained by a survey method and evaluated with the SPSS 22.0 program. The obtained data were first processed using reliability and validity analysis, and after this stage, descriptive statistics, ANOVA and cross-table analyses were performed on the data set. In the light of the findings obtained as a result of the research, it was revealed that the operational dimensions of the recruitment processes were generally not evaluated well enough by the businesses, especially the evidence-based assessment interviews and processes needed to be perceived sufficiently. The side findings are that the dimensions of recruitment and selection errors were generally evaluated at a sufficient level and that it was necessary to work with people who were not psychologically adequate and needed a better level of professional competence on ships. In addition, as a result of the one-way ANOVA analysis, it was determined that no significant correlation could be established between the type of ship worked on and the years of experience and other variables and that various problems occurred in the relevant areas of the sector. At the end of the study, the multiple response frequency analysis revealed that nepotism and sending sailors with psychological problems to the vessel were the two most important problems in this area.