Revisiting the seafarer shortage problem: the case of Singapore

Abstract

Earlier in the Baltic International Maritime Council (BIMCO)/International Shipping Federation (ISF) 2005 report, the issue of seafaring shortage had already been identified as a global issue. The most recent BIMCO/ISF 2010 report still highlights that crewing would be likely a future challenge as continuing tight labour market would lead to recurrent shortages for some officers. In this paper, we aim to explore how the shipping industry and its associated seafaring career can be marketed more effectively to enhance its image and attract and increase the supply of suitably qualified seafarers. Several interviews were conducted with regulatory bodies and ship management companies, followed by a survey with students of nautical studies at Singapore Maritime Academy. It is found that those tangible and intangible benefits attached to an Employer of Choice (EOC) such as salary, bonus, good welfare aboard ships and corporate social responsibility are critical to retain seafarers, while efforts to attract students to the seafaring career right from the secondary level should focus on the employment brand that provides a challenging and unique career, stable income and guaranteed employment. This study suggests that employers with a successful EOC strategy will likely develop a strong employment brand that will increase the levels of recruitment and retention. It is also recommended that the tripartism between maritime governing bodies, training institutions and shipping and ship management companies will be essential to the effective attraction and retention of quality seafarer for the maritime industry.