Working with Marine People; a partnership approach

At Marine People, we pride ourselves on providing an exceptional service to our clients and candidates.  We believe that this is the only way to set us apart from our competition.  Therefore, we choose to partner with our clients and candidates.  In partnership with The Institute of Marine Engineering, Science and Technology (IMarEST) we are also able to offer complete workforce development solutions in addition to recruitment, which include; retention, training and development and workforce planning.  Our business is built around our tagline, Recruit, Retain, Develop, Diversify.

If you aren’t sure on whether we are the partner for you, here’s a little more insight in to how we work.

  1. Hear

We understand the importance of not only listening to our client needs, but hearing exactly what you want to achieve.  We can work with you to define and propose a solution to your recruitment needs, or simply hear exactly the candidates that you wish to hire.  We build long lasting relationships with both you and our candidates, to ensure that we understand exactly what both our clients and candidates want to achieve.  By taking the time to hear we are able to consistently connect compatible individuals and opportunities together.

  1. Appreciate

We work with our clients to fully understand exactly what you want to achieve, providing market expertise and advice where necessary.   We understand the importance of continuity to our clients, and pride ourselves on linking our clients with knowledgeable market specialist consultants.  By taking the time to appreciate our client and candidates needs we are able to consistently connect compatible individuals and opportunities together.

  1. Advocate

We partner with our clients to fully understand their business, so that we can act as an extension of your brand.  We realise that specialist recruitment is competitive, and to attract the very best talent we work with our clients to enhance their employer value proposition, provide market analysis and salary benchmarking.  By being an advocate for our clients we can consistently connect compatible individuals and opportunities together.

  1. Locate

Marine People are experts in locating and engaging with the best talent.  We understand that it isn’t just about finding talent, but in building long standing relationships with our candidates, fully understanding their career development aspirations and gaining their trust.  We specialise in international maritime recruitment, using all the candidate search industry leading tools and software, but differentiating ourselves in the relationships that we build.  By taking the time to build trust we can consistently connect compatible individuals and opportunities together.

  1. Deliver

By following this process for every vacancy, Marine People ensures that we are able to find the very best talent for our clients.  By meeting all of our candidates, where possible, via video link or face to face we are able to assess their technical suitability, and behavioural fit for our clients.  By completing a rigorous pre-interview selection criteria with our candidates, we are confident that the shortlist that we deliver will represent the very best talent in the market.  By hearing your needs, appreciating what you want, acting as an advocate and locating the best talent we can consistently connect compatible individuals and opportunities together.

  1. Partner

We believe that building long standing relationships with our clients and candidates, enhances the service that we provide.  We understand that the only way to build long term relationships is to deliver an exceptional service.  We also provide additional services in workforce development, employer value proposition, diversity programmes and job design to provide value to our clients in recruitment, retention, staff development and diversity.  By partnering with our clients, we can consistently connect compatible individuals and opportunities together.


Celebrating International Women in Engineering Day, a Maritime Consultants perspective.

International Women in Engineering Day, this year on the 23rd June 2017, is an annual celebration of the fantastic impact that women make to engineering internationally.  It aims to recognise the women already working in the industry, and showcase the opportunities to future generations.

In support of this important day, Marine People and IMarEST will be showcasing amazing international female engineers in our weekly blog.  We want to demonstrate the different roles available within engineering, the career development opportunities, and provide some insight in to what it is like to be a female engineer in different parts of the world.  We are passionate about showcasing the fabulous opportunities to women in maritime engineering, because we believe it is an exciting, varied and progressive career.

So, let us introduce this weeks featured engineer:

Mary Frances Culnane of Culnane Maritime Consultancy LLC based in Pennsylvania, United States.

Here is her interview.

1)     How long have you been in engineering and what is your role?

I have enjoyed a 37 year career in Marine Engineering.  During the first 10 years, I rose through the ranks from a Third Engineer to Chief Engineer while shipping on Exxon oil tankers.  Following the same I was a Port Engineer, Technical Sales Engineer, Marine Services Manager, New Construction Manager (ULCCs and LPGs), Manager of Marine Engineering for a commuter passenger only ferry company start up in San Francisco; and, currently operate my own Maritime Consulting business.         

2)     Why did you become an engineer? 

When attending the US Merchant Marine Academy, the engineering programme was so much more inviting; and, appeared much more interesting than the deck programme.  It was obvious that post seagoing, an engineer would have multiple shore side opportunities as well.

3)     What are the best parts of your role? 

Playing with million dollar toys (ships) every day.

4)     What challenges have you encountered? 

Getting old makes it more difficult crawling through tanks!  Take care of your knees, ladies!

5)     Why is it important to get more women in to engineering? 

I feel women possess a natural knack for engineering - a sixth sense for understanding systems.

6)     What would you say to girls still in school who are thinking about engineering? How would you encourage them? 

Follow your passion to determine your most suitable engineering role.  I would encourage young women and girls by example, literary suggestions; and, documentary suggestions.

7)     What advice do you have for students just starting out? 

Chart your course and maintain the same: "steady as you go."

For more information on International Women in Engineering Day please visit http://www.inwed.org.uk/


SITUATIONAL SUCCESS: How to answer competency based interview questions

More and more engineering interviews are now being conducted as competency based.  Although competency based interviews aren’t new, they have been around since the 1980’s, they are fast becoming one of the most popular interview formats, meaning that you need to know what to expect, how to prepare, and how best to answer competency based interview questions.

Competency based interviews are unsurprisingly looking to ascertain your competence to do a job.  Rather than just assessing your technical skills or qualifications, many of which can be understood from your CV, a competency based interview will assess your skills and behaviours in previous work based scenarios, on the basis that your previous behaviours will be indicative of your future ones. 

Your experience is often a given at this point, it has got you the interview, so being able to confidently pass a competency based interview, and demonstrate the competencies better than the other candidates, is usually standing between you and your next role.

Competency based interviews are generally similar in content, but will be unique to a company’s internal competency framework.  Common competencies include teamwork, communication, personal effectiveness, leadership, problem solving and organisation.

Within a competency based interview, the interviewer is looking for you to demonstrate when and how, you have demonstrated the required competency in the past.  Questions tend to start with phrases like ‘tell me a time when’ or ‘give me an example of’.  They will always give you an opportunity to describe a scenario.  So, thinking about teamwork, a competency question might be:

“Tell me about a time when you have been part of a team”

Using this example, I am sure that you would be able to give an answer without too much thought.  You are very likely to have worked as part of a team and be able to describe it.  However, the trick is to think about the absolute best example that you can, and one that you can expand.  The reason for this is the interviewer will want to broaden the question until you demonstrate the competence fully, with subsequent ‘drill down’ questions, in this scenario, these could be:

“What role did you play within the team”

“What challenges did this present”

“What would you do differently next time”

As you are likely to have several examples for any one question, take the time to pause and think about the best scenario.  We have seen on many occasions, interviewees barely take a breath and start with an example that they realise half way through doesn’t really fit the question, or one that is difficult to expand.

Before the interview have a look at the job description or advert, does it mention any competencies? Is it looking for a team player? someone with leadership skills, a great communicator? This can help you prepare some great scenarios based on what the company has already told you.  A browse on the website and a read of the company’s values can also give you great insight in to what they might ask you.

If you are not used to answering competency based interview questions, the STAR technique is a great way to practice, as it structures your responses for you. STAR stands for:

  • Situation- Set the Scene
  • Task- Describe the Purpose
  • Action- Explain what you did
  • Result- Share the outcome

Practising with the STAR technique will ensure that your examples always demonstrate a complete competency.  Have example scenarios prepared for all key competencies before your interview, pause and allow yourself time to think of the best example, and ensure that the examples that you use demonstrate a positive outcome for you, whether it be in a successful scenario, or a lesson learnt in a challenging scenario.

Although competency based interview questions can be a daunting prospect to the unpractised, when prepared you will find that it sets you up for a fantastic opportunity to demonstrate your complete suitability and competence for the role.

Good luck!


Celebrating International Women in Engineering Day, a SHEQ Manager's perspective

International Women in Engineering Day, this year on the 23 June, is an annual celebration of the fantastic impact that women make to engineering internationally.  It aims to highlight outstanding female engineers and showcase the amazing opportunities available to future female engineers.

In support of this important day, Marine People will be showcasing inspirational international female engineers in our weekly blog to demonstrate the different roles available within engineering; the career development opportunities, and also to provide some insight in to what it is like to be a female engineer in different parts of the world.

So, let us introduce our first engineer:

Hermoine Manuel, SHEQ Manager for Nautic Africa based in Cape Town.

Here is her interview.

1)   How long have you been in engineering and what is your role?

I’ve been in the marine industry for 11 years. 7 years at my previous company where we manufactured deck equipment, such as winches and deck cranes for the fishing and shipping industries. I have been at Nautic for 4 years. We’re shipbuilders, and I am the Safety, Health, Environmental and Quality (SHEQ) Manager.

2)   Why did you become an engineer?

An ever-present curiosity about how things work, since childhood.

3)   What are the best parts of your role?

My role is advantageous in the sense that I am involved in all of the processes within the organisation. Therefore, I get to know about everyone’s role & responsibilities, which allows a holistic understanding of the business, and all its functions.

4)   What challenges have you encountered?

Although SHEQ is a department on its own, the difference to other teams is that everyone in the organisation has as big a responsibility towards safety, quality and the environment as part of their core functions. For example, your responsibility towards your own safety and those around you is something that is legislated. So, the challenge is to keep this responsibility at the forefront of everyone’s mind, until it becomes second nature, and then you need to maintain it. SHEQ is not like a project with a start and end date, your job is constant.

5)   Why is it important to get more women in to engineering?

Looking at the many trailblazing women throughout history, it proves that we’re just as capable as our male counterparts. So in essence, the traditionally male dominated fields of engineering and maritime are losing out on the brainpower of half of the population.   

6)   What would you say to a school age girl thinking about joining engineering? How would you sell it?

It is really cool to be able to have a direct input into improving lives.  

7)   What advice do you have for students just starting out?

The work environment is one of constant learning, but on a different level to what you learn in a tertiary institution. However, these lessons will come to you in all forms, whether though success or failures. What will set you apart is recognising that the lesson is what you take away from it. Experience, your own and of others, is a very good teacher.

For more information on International Women in Engineering Day please visit http://www.inwed.org.uk/


Recruit, Retain, Develop, Diversify. Recruitment done differently.

We are so proud to launch Marine People as a specialist for the global maritime recruitment market.  Working within the industry for several years we saw a genuine need to do things a little differently.  Over months and years this desire to change maritime recruitment for the better has given us the ability to launch a business that we believe will not only allow us to recruit the best talent globally, but also complement our client’s workforce development strategies.  We started with the tagline: Recruit, Retain, Develop, Diversify and we built a business around it.

Having been in global maritime recruitment for many years we have a genuine passion for it.  The entire process is just so rewarding.  Done right, you deliver your client an experienced candidate, meaning their project is delivered on time, and you facilitate a career move and opportunity, often a relocation, that genuinely changes someone’s life, it’s worth getting out of bed for in the morning! However, we believe that this isn’t the whole story.  What if we can work with our clients to develop their workforce, retain their workforce and positively affect engineering diversity, as well as recruit? 

We are already experts in international maritime recruitment, but this desire to do more led us to partner with IMarEST, the international professional body and learned society for marine professionals with over 20,000 members across 128 countries. Working in partnership with Marine People the IMarEST helps organisations to upskill and develop their employees by offering continuing professional development opportunities, professional qualifications, education and training. Supporting lifelong learning for their employees helps organisations to improve performance, strengthen their reputation and attract, develop and retain the best in the industry.  Added to recruit we think this is an innovative and exciting proposition.

We also have a genuine passion for positively increasing diversity within maritime engineering.  We are all aware at the stubbornly slow progress in increasing the number of females, as an example, within maritime engineering.  Returners programmes and job design can have a genuinely enormous impact.  As global maritime recruitment experts, it is our obligation to ensure that we provide the best talent pool for our clients, this can only ever be achieved with a diverse one.

I mentioned that we started with the tagline Recruit, Retain, Develop, Diversify.  This really captures who we are and what is important to us.  We are recruiting the best maritime talent globally, providing the best service to our clients and candidates to set us apart from the start.  We are working with clients to retain these candidates, as well as their existing workforce, we know how important people are.  We are working with our clients to develop their workforce to give them a competitive edge and, and finally we are working with clients, industry bodies and influencers to diversify the talent pool for the current and future global maritime market.  We have a position in helping to build an experienced, sustainable and globally leading workforce, and we couldn’t be more excited about it!

For more information please visit www.marinepeople.com and www.imarest.org