Background: a major player in the development, construction and operation of LNG terminals needs to recruit a profile who can lead technical studies of terminals and vessels to absorb an increase in traffic.
Recruitment challenges: the profile sought is that of a merchant navy officer working in oil and gas who is at sea for six months of the year. One difficulty with this type of assignment is that potential candidates tend to have a low profile on professional networks and are difficult to contact. Another difficulty is building enough trust with candidates to help them make a radical change in their professional career: leaving what they love, which is being at sea, for a desk job in Paris.
Added value provided by the firm/Skills used: we thought about the means available to us to contact these merchant navy officers. Because the usual channels such as mobile phone calls and messages on LinkedIn would not work, we had to get creative.
Our skills in analysing and listening to candidates enabled us to identify those who were potentially able to make a professional move. We then supported them while they thought about leaving a job they really liked at sea for a more sedentary post.
Result and recruited profile: we used non-professional social networks to reach as many potential candidates as possible. We then took the time necessary to support them through the process of change. We wanted to ensure that these career changes were successful in the long term for both the candidates and our clients.