When you are recruiting for new Superyacht crew you are not only being an advertisement for the vessel, but you are playing a crucial role in shaping the team’s culture. Therefore, the questions you ask in interviews are extremely important.
A leader’s ability to assess an applicant effectively does not only determine the fit of the new hire, but it also allows you the opportunity to showcase the vessel’s culture and build its reputation. What makes recruitment in yachting especially unique is the fact that you’re not interviewing a “candidate” for a “9-5” job. This person will form part of your onboard family and be involved in almost every aspect of your life-onboard. Therefore, it is unsurprising that people try to learn the most of candidates during the interview stage. However, some questions are better than others.
When conducting interviews, it’s essential to ask questions that are relevant, fair, and respectful. Certain questions, can be discriminatory or irrelevant, potentially leading to a negative candidate experience and damaged reputation of the vessel. Here are three interview questions you should avoid:
1. Questions about Personal Life
- Examples: “Are you married?”, or “Do you have a partner?”
- Why they’re problematic: These questions can be discriminatory and irrelevant to the job. They may reveal biases and could lead to unfair treatment. For instance, asking about a relationships status might inadvertently exclude qualified candidates who are in relationships. Instead, focus on the candidate’s skills, experience, and qualifications.
2. Questions about Hypothetical Scenarios
- Examples: “If you could be any animal, what would you be?”, or “What superhero would you be?”
- Why they’re problematic: While these questions might seem fun, they don’t provide valuable insights into a candidate’s skills or work ethic. Stick to questions that directly relate to the job requirements. For instance, asking a candidate to choose a superhero might reveal personal preferences but doesn’t necessarily indicate their ability to work effectively in a team.
3. Questions about why they are leaving their current role
- Example: “Why do you not like working onboard your current vessel?”
- Why it’s problematic: Asking someone to potentially bad mouth their current employer is seen as unprofessional and can be a touchy subject, leaving the candidate in a tough spot. This question is also a little vague – are you looking to uncover why they’re leaving or if they’ll face a similar issue should you hire them?
Instead of asking these questions, consider these alternatives:
- Behavioural questions: Ask about past experiences that demonstrate the candidate’s skills and abilities. For example, “Tell me about a time when you had to deal with a difficult guest.” This type of question allows you to assess the candidate’s problem-solving skills, communication abilities, and overall approach to challenges.
- Situational questions: Present hypothetical scenarios related to the job and ask the candidate how they would handle them. For example, “How would you prioritise tasks when faced with competing requests?” This can help you gauge the candidate’s time management, decision-making, and ability to handle stress.
- Questions about the candidate’s qualifications: Ask directly about the candidate’s skills, experience, and education. For example, “What experience do you have in preparing watersports gear?” This ensures that you’re getting specific information about the candidate’s qualifications and how they align with the job requirements.
By avoiding these problematic questions and focusing on relevant and fair inquiries, you can create a positive interview experience for all candidates. Remember, the goal of an interview is to assess a candidate’s suitability for a specific role, not to gather personal information that may be irrelevant and lead you to biased conclusions.
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