MARKET CHALLENGES FOR OFFSHORE DRILLING & MARITIME CREWING

Let’s talk crewing

Crewing for offshore drilling and maritime is a fast-paced environment with market demands that require rapid response. While their markets overlap, both offshore drilling and maritime have specific needs. Offshore drilling is currently challenged to find drill and support staff, like mechanics, electricians, and roustabouts, more than marine crew. On the maritime side, the most difficult position to fill is marine engineers. Schools aren’t producing enough students focused on marine engineering. Typically, students want deck-side positions like captains or mates. Because engineering roles require an in-depth preparation through schooling, training, and certificates, the pool of candidates takes time to develop. Maritime and Offshore Drilling are both facing a labor shortage because the demand has increased, and the supply of workers has decreased. 

Another challenge that increases the shortage of workers is licensing and training requirements. It can be difficult for contractors to cover the cost of their own trainings. Unless contractors are full-time, they often cover the cost of their trainings, and their salary range can make updating certificates a burden. During the pandemic some certificate requirements were extended, but those will come due soon. This especially applies to offshore drilling because companies keep adding more trainings and requirements. 

Traditional maritime also has specific challenges. The length of maritime hitches has always been a challenge. The oil and gas market previously tightened, but now it’s expanding and pulling crew away from maritime. The higher pay and shorter hitches are attractive even though the market is by its nature less steady. These shortages in crew can put crew members in the position of staying past their hitch. Right now, companies are in a pressurized environment to find enough crew to maintain rotations and fill spots. Adding to the pressure is the need to work within union contracts while there are fewer union workers available. However, this pressure has the potential to lead to creative solutions between companies, unions, and recruiting companies. 

What can companies do? 

In two to three years, the market will look different. We already see shortages in positions that affect everything from global trade schedules to the maritime entertainment industry. 2022 is still operating as an employee market. Companies can set themselves apart by pursing creative solutions.  For example, maritime companies can look at sponsoring scholarships for students who want to be engineers. Also, some companies are already beginning to help with licensing or training for contractors. Regardless of additional services companies provide, every company can ask themselves how they can have a great environment. From the condition of the vessel to having cooks to having wifi that works, there are many ways to stand out as a company that values its crew. 

What can candidates do? 

Candidates can set themselves up to work for great companies first by giving details on their resumes. Clients want workers with specializations. For example, a company might need an ET that also has specific equipment training, been on certain types of vessels, or worked with equipment from specific manufacturers. Your unique background is valuable, so include your skills and experiences on your resume! Also, keep your licensing up to date. This is a determining factor in being able to quickly get a job and get on a vessel. Finally, candidates stand out to good companies by sticking to commitments. Some clients have started refusing candidates that leave other jobs early. Maintain your work ethic and we will find the best opportunities for you. 

By Maria Lossada