Establishing the most suitable processes in the recruitment and retention of deck cadets into the UK Merchant Navy.

Abstract

There has been under recruitment of deck cadets into the UK Merchant Navy for many years, and even with increased funding and support to increase the numbers being recruited, there are still not enough cadets progressing to Officer of the Watch each year, to support the needs of the industry in the future. The factors to consider in this are the numbers being recruited and the retention rates of those on the training programmes. This research looks at both issues and evaluates the contributing factors, including the different levels of control in place through national and international input on standards, against the requirements of those employing cadets through training to officer of the watch. The research then assesses the training programmes in place and considers retention at different stages of these programmes, particularly after the initial sea phase which is the most likely point for leaving the training programme. The research then combines these elements and considers if alternative selection techniques can be used that can improve retention rates. The research discovers those traits that predominate in the profile of UK personnel who continue in a career at sea, then provides the test to be used to identify similar traits at recruitment stage, to ensure that those being offered cadetships have a higher likelihood of continuing in the profession. The research also assesses the possibility of using this method to identify those recruited that may need better support during training to reduce attrition. Current policies are also discussed to establish the most suitable way forward in the structure of deck cadet programmes, and in the selection processes. It was found that personnel who stay at sea in the role of deck officer generally demonstrated higher than median scores in conscientiousness and lower than median scores in extraversion, though the female participants demonstrated higher than median scores in extraversion. The test was then refined against those currently in use in this area, and tested against a group of first phase cadets to see if it could be used as a diagnostic for those needing support to better prepare them for their first sea phase. It was concluded that a personality test focussed on conscientiousness and extraversion, can aid in decision making at recruitment stage of deck cadets, can be an aid to identification of the sector of employment most suited to an individual recruit, or as a diagnostic to identify where more preparation is needed to ensure that expectations are managed against the realities of the first sea phase.