1. Assessment of Seafarers
Contact SEAHEALTH:
Søren Diederichsen

2. The core of making business
Multiple tasks to be solved
Work processes (efficient and safe)
Result (money)

3. Culture supporting an efficient and safe behavior
Mutual trust and respect – onboard and between ship and shore (people dare to ask for clarification, intervene, report, etc.)
Leaders who act as leaders and not just managers (give feedback, tell what they expect, have informal talks, involve, make work meaningful, are good role models, etc.)
Sufficient time and resources
Colleagues that are skilled and competent
Strong cooperation and team spirit (we care about each other)
Safety just as important as the commercial aspect

4. What is reality? Certificates rule (paper and pulse approach)
Changing crews
Lack of qualified and experienced seafarers
Commercial pressure
Multi-cultural crews
Limited time and resources (safe manning rules)
Leaders who are not sufficiently trained when it comes to leadership
Work processes onboard is not always understood by management in the office
Ships are not constructed in a manner where accidents are fully prevented (e.g. mooring)

5. What is reality? Office: They just have follow a system
Seafarer: This is our world

6. Conclusion
If we put people into a ”not perfect environment”, then we should be careful about who we employ! In a “not perfect environment”, we should do our utmost to hire the best people!

7. Increasing likelihood for successful behavior
In order to increase the likelihood that an individual will perform in a safe manner in the maritime industry, the individual has to:
Know how to behave in a appropriate manner in the work place
Have a personality that supports an efficient and safe behaviour
Have the necessary general intelligence/logical abilities to deal with complexity, learn from experiences and foresee potential risks

9. Different methods to filter employees

10. Different ways to filter employees – method 1 (employee with low potential)

11. Different ways to filter employees – method 1 (low potential)

12. Different ways to filter employees – method 1 (low potential)

13. Different ways to filter employees – method 1 (employee with good potential)

14. Different ways to filter employees – method 1 (good potential)

15. Different ways to filter employees – method 1 (good potential)

16. Different ways to filter employees – method 2
Safety Recruitment Assessment Tool

17. Different ways to filter employees – method 2
Knowledge part which consists of 6 important dimensions:
Intervention
Clarification
Reporting
Risk awareness
Ownership
Carefulness

18. Different ways to filter employees – method 2
Personality part which consists of important dimensions:
Stress management (panics/stays calm)
Action orientation (quick to act/careful)
Risk taking (cautious/ incautious)
Sense of detail (degree of focus on details)
Clout (degree of assertiveness)

19. Different ways to filter employees – method 2
Reasoning part:
How is the persons ability to deal with complexity, learn from experiences and foresee potential risks

20. Sum up of Safety Recruitment Assessment Tool
Applicants who have good results on all 3 elements in the Safety Recruitment Assessment test are likely to perform in a safe manner and could be hired
Applicants who have mixed results in the Safety Recruitment Assessment test could potentially be hired, but the organisation should be cautious
Applicants who have low scores on all 3 elements in the Safety Recruitment Assessment test are likely to perform in an unsafe manner and should therefore not be hired

21. Benefits of using Safety Recruitment Assessment
The price we believe is more attractive when compared to tools available in the market
Easy way to filter the candidates
Easy to use for the recruiter (both administration of test and interpretation of the results)
Certification to conduct this test is not necessary for recruiters
It focuses on predicting safety behaviors of an individual and can be conducted in less than one hour
SRA elements are tested together in a single package
Sets clear criteria for recruits if combined with company policies