From fees to guarantees, we explore the realm of yacht crew recruitment and how the expertise of a specialist can alleviate the challenges associated with hiring crew.
Relationships
Building strong relationships with crew recruitment agencies is crucial for developing an understanding of the type of crew you are seeking. This involves considering their character, how well they align with the yacht owner's preferences, their friends and family, and the specific requirements of their itinerary. If exploring charter options, it's essential to find crew members who can effectively manage the demanding schedule that chartering implies.
Longevity in yacht crew is usually preferred, as it allows the service provided to become second nature to the owner's preferences. Building a rapport with a recruiter is valuable in this regard. As the recruiter gets to know the yacht owner, their family, the existing crew, and the specific requirements, they are better equipped to make informed decisions on placing individuals who can seamlessly integrate into and complement the crew dynamic.
Established yacht crew recruiters understand that the nature of the business is 24/7, and they offer this continuous support as part of their service. Being available for a call in the middle of the night due to emergencies or unexpected crew situations in different time zones is inherent to the role. The yacht operates around the clock, and good recruiters recognize the need to be available at all times.
A reputable recruiter goes beyond just placing crew members. They take a deep interest in understanding crew dynamics, providing support throughout the crew training process, and ensuring familiarity once onboard.
It's not uncommon for crew members to maintain a long-term relationship with one or two recruiters throughout their careers. These recruiters become familiar with the individual's career path and actively look for opportunities for their progression.
Specialists
Certain agencies focus on specific roles, building a database of experts in particular fields. These specializations often include roles such as chefs, engineers, and specialized crew like pilots, watersports and activity instructors, beauty and massage therapists, and personal trainers.
An example of such specialization is My Muy Bueno, established in 2011 as an exclusive chef agency. This agency, founded by a former yacht chef in Mallorca, has gained industry recognition for its pivotal role in providing the highest-caliber chefs and galley crew to exclusive yachts and households. They cater to a clientele that includes royalty, celebrities, and high-net-worth individuals.
The world's biggest yachts require a substantial crew to manage their expansive operations and luxurious amenities. Due to the scale and complexity of these superyachts, many roles are rotational to ensure continuous and efficient service. Managing such a large and dynamic crew presents unique challenges, making it essential to have a robust recruitment service that can navigate these complexities effectively.
A specialized recruitment agency plays a crucial role in this process. They must understand the intricate requirements of these yachts, from the demanding schedules to the diverse skill sets needed. By maintaining a strong relationship with a recruitment service, yacht owners can ensure that their crew is not only capable but also adaptable to the rotational nature of their roles.
On larger superyachts, there are highly specialized roles such as AV/IT officers and Electro Technical Officers (ETOs). Given the unique and technical nature of these positions, individuals with these skills and qualifications may not be readily available through agencies that primarily focus on more common roles like deckhands.
Within the health and well-being arena, Angels On Board is a crew recruitment agency specializing in well-being professionals, delivering the finest massage, beauty, fitness, yoga, and Pilates, even childcare to yachts, either on long-term contracts or for specific duration superyacht charters.
Through their influence, one yacht captain introduced a crew fitness plan onboard. The onboard policy is that if a crew member wants to benefit from having an hour during the working day to exercise, they can start work at 09.00. Consequently, the captain has seen an increase in productivity and a positive attitude in the workplace, in addition to genuine crew bonding, physical and mental strength as well as productivity.
Fees
Carefully examining the terms and conditions of agencies is essential to understanding the recruitment process, as fees should be transparent and subject to the terms of employment, whether permanent or temporary.
Different agencies adopt various fee models. For instance:
- Permanent placement fees may range from 8% to 10% of the annual salary.
- Temporary placement fees might be 25% of the crew's earnings during the temporary engagement.
Some agencies use monthly salary models, such as:
- A fee equal to 75%-100% of a monthly salary for permanent crew.
- 70%-80% of the gross monthly salary for seasonal crew (30-180 days).
- 25%-30% of the gross daily salary for temporary placements (1-29 days).
To attract business and foster relationships, agencies may offer 'good client' discounts. For instance, a second placement could be subject to a 10% discount, while a third placement might receive a 20% discount.
Agencies employ various tactics to attract business, and one alternative to the individual placement fee is the 'unlimited crew' option. In this arrangement, a lower monthly fee is agreed upon and paid on retainer. The agency then provides all the yacht crew required as part of the service, offering a comprehensive and potentially cost-effective solution for the client.
This option may be more advantageous for larger yachts with higher crew requirements, given the economies of scale.
Guarantees
Yacht crew agencies often offer guarantees of their services, and these guarantees can vary, so it's advisable to check the terms. The minimum guarantee period appears to be 60 days for the placement of a candidate. This means that if the placement does not work out within this period, the agency will replace the candidate free of charge.
Many yacht crew recruiters align their guarantee with the length of the probation period, which is commonly set at 90 days. This ensures that the guarantee period extends throughout the critical initial phase of employment, providing additional assurance for both the recruiter and the yacht owner.
Terms and conditions will vary slightly so do discuss with your recruiter and be clear before signing letters of engagement. Open communication regarding expectations and guarantees will help establish a mutual understanding between both parties.
One agency implemented an "industry-leading 180-day crew replacement period" as a strategic move when they were establishing themselves. This unique offering gained the attention of the yachting world, made headlines in the yachting press, and served as an effective marketing tool to secure business, particularly during their early days in the industry.
They're still going strong.
MLC
The Maritime Labour Convention (MLC) is a landmark international labor standard that sets out the rights and principles for working conditions in the maritime industry. It was a long time coming and wasn't adopted by the International Labour Organization (ILO) until 2006.
Its basic aim is to ensure that seafarers enjoy decent working and living conditions on board ships. To that end, the convention covers a wide range of issues, including, but not limited to:
- minimum age,
- employment conditions,
- accommodation,
- recreational facilities,
- food and catering,
- health protection,
- social security.
A reputable yacht crew recruitment agency will prioritize adherence to the Maritime Labour Convention (MLC) as a recognized industry-standard business practice.
To attain MLC compliance, an agency will submit its administrative infrastructure for approval, committing to uphold and protect the guidelines of the convention.
These procedures include, but are not limited to,
- not creating a blacklist to prevent any seafarer from securing employment,
- not charging the seafarer for placement,
- conducting reference checks for all candidates before employment submission,
- informing the seafarer of their rights and duties under employment agreements,
- implementing a robust complaints procedure,
- ensuring confidentiality protection, and
- engaging in fair and honest conduct in all transactions.
It is recommended to exclusively consider recruitment agencies that comply with MLC requirements.
As part of the MLC approval process, a recruitment agent should only place seafarers on yachts meeting convention standards. For instance, the yacht must be seaworthy, providing adequate sleeping arrangements, access to shower and wash facilities, and ensure nutritious food availability throughout their time onboard.
Concerning the Seafarer Employment Agreement (SEA), it must safeguard the seafarer by including details about applicable health and social security provisions (A2.1, paragraph 4(h)), entitlement to repatriation (A2.1, paragraph 4(i)), and protections for minimum notice periods, including termination by the seafarer on compassionate grounds (A2.1, paragraph 4(5) and (6)).
Moreover, a crew recruitment agent will ensure the seafarer receives a contract specifying a minimum of:
- 10 hours of rest in any 24-hour period.
- 77 hours of rest in any seven-day period.
The annual leave entitlement with pay is a minimum of two and a half calendar days per month of employment.
DIY
If you choose to save money over time, you may attempt the Do It Yourself approach to recruitment and hope for favorable outcomes.
In rare instances, a chance encounter with a dock walker seeking work may result in a long-term crew member progressing from junior deck crew to bosun and beyond, earning the affection of family and friends, and moving with you from one yacht to the next. However, there are also cases where a brief trial ends in dismissal by lunchtime.
While a post on social media may bring individuals claiming to be the best deck crew despite limited experience, exercise caution in such situations.
Initially, you're likely to receive a flood of CVs. Do you have the time to review them all, make contact with a shortlist, conduct interviews, and check references before bringing them onboard?
In preparation for the necessary Seafarer Employment Agreement, do you have a readily available template? Who will manage payroll and record leave dates? Is the crew's medical insurance in place?
Handling these aspects independently can be overwhelming, causing considerable headaches.
Nonetheless, many yacht owners embark on this path, whether as a cost-saving measure or due to the belief in their ability to select the best crew independently. It is strongly advised to conduct thorough due diligence and ensure that the employment administration is in place, preparing for any potential worst-case scenarios.
