A crewing company posts a vacancy, waits for applications, but barely gets any. Or applications come in, but few of the candidates are suitable seafarers. At first glance, it seems the market is to blame: "there are no sailors," "everyone's at sea," "good specialists are taken." Sometimes that's true. But often the problem isn't a shortage of candidates — it's the vacancy itself: incomplete, unconvincing, poorly formatted, or untrustworthy.
Seafarers see dozens of offers every day: on websites, in Telegram, in newsletters, from crewing companies, from acquaintances and former employers. For a candidate to apply, the vacancy must quickly answer their key questions: what position, what vessel, what salary, when is joining, what contract, what are the requirements, and who is the employer.
If those answers aren't there, the sailor simply moves on to the next listing.
1. No Salary Listed
This is one of the most common reasons for low application rates. For a seafarer, salary is the key factor when choosing a contract. Without it, the candidate doesn't know whether it's worth spending time on correspondence.
Phrases like:
- "salary based on interview results"
- "competitive pay"
- "discussed individually"
- "competitive salary"
often perform worse than a specific figure or at least a range.
Better to write:
- 6,200 USD/month
- 5,800–6,300 USD
- from 4,500 EUR
- rate negotiable, reference point 5,000–5,500 USD
If the company can't disclose the exact figure, a range is still better than hiding the salary entirely.
For urgent vacancies, salary is especially important. When a sailor is choosing between several offers, he'll respond faster to the one where conditions are clear upfront.
2. A Title That's Too Vague
The vacancy title should grab attention and immediately convey the essential information. If it's too generic, the listing gets lost among dozens of similar ones.
Poor:
- Mechanic needed
- Sailor wanted
- Urgent vacancy
- Work for seafarers
- Position open on vessel
Better:
- 2nd Engineer / Bulk Carrier / 6,200 USD / joining May 20
- AB / Container Ship / 2,200 USD / 6-month contract
- Chief Officer / Oil Tanker / ASAP / 8,500 USD
- Cook / General Cargo / 3,000 USD / joining in June
A good title helps the sailor quickly understand whether the vacancy suits him. It should contain at least three elements: position, vessel type, and a key advantage — salary, joining date, or urgency.
3. Vessel Type Not Specified
Vessel type is one of the main filters for candidates. A sailor with Bulk Carrier experience may not be suited for an Oil Tanker, and a specialist with tanker experience won't always consider General Cargo.
If the vacancy simply says "2nd Engineer needed on a vessel," the candidate doesn't know whether his experience applies.
Better to specify: Bulk Carrier, Container Ship, General Cargo, Oil Tanker, Chemical Tanker, LPG/LNG, Offshore Vessel, Ro-Ro, Tug, Dredger, Passenger Vessel.
Without a vessel type, recruiters face two negative effects: fewer applications from suitable candidates and more unnecessary questions from those seeking clarification.
4. No Joining Date
A joining date helps the candidate understand whether he has time to prepare — get documents in order, complete a medical, obtain a visa, or finish current commitments.
Without a date, the sailor doesn't understand the urgency and may delay his decision.
Better to write:
- Joining: May 20
- Joining: end of May
- ASAP joining
- Joining within 7–10 days
- Estimated joining: May 25–30
Even an approximate range is better than no information. For urgent vacancies especially, the joining date should be visible in the title or first lines of the description.
5. Contract Duration Not Specified
For a seafarer, contract length can be just as important as salary. One candidate is looking for a short 2–3 month contract, another is willing to consider 6 months, a third wants stable rotation.
Without a contract duration, a candidate may not apply simply because he doesn't want to spend time asking.
Good formulations:
- Contract: 4 months
- Contract: 4+1
- Contract: 6 months
- Rotation: 2/2
- 3 months with possibility of extension
Transparency about contract length reduces late-stage dropouts. It's better for the candidate to understand the terms upfront than to decline after several days of communication.
6. The Vacancy Looks Anonymous
Seafarers are cautious about offers without a company name, logo, contact details, or a clear employer profile. In the maritime industry there is a risk of fraud, hidden fees, and dubious intermediaries, so trust plays a major role.
If a vacancy is posted by an unknown employer with little information, candidates may not apply even if the salary is good.
What builds trust:
- company name
- logo
- employer profile
- "verified company" status
- official email or website
- clear contact details
- no hidden fees
- description of company experience
- employer's active vacancies
Even brief information about the company helps the candidate feel more confident.
7. Too Little Information in the Description
Sometimes a vacancy consists of 3–4 lines:
"2nd Engineer needed urgently. Good salary. Send CV to WhatsApp."
Such a listing raises more questions than applications. The candidate doesn't know the vessel type, contract length, requirements, required documents, flag, or trading area.
A good vacancy should contain at minimum:
- position
- vessel type
- salary
- joining date
- contract duration
- required experience
- documents
- flag or trading area, if relevant
- flight conditions
- contact or apply button
The more complete the description, the higher the trust and the less unnecessary back-and-forth.
8. The Description Is Too Long and Unwieldy
The opposite mistake — overloading the vacancy with a wall of unstructured text. A sailor must be able to scan conditions quickly. If the description looks like one solid paragraph, it's hard to read, especially on a phone.
Poor:
Our company invites applications for a second engineer on a bulker, the vessel is good, contract approximately four months, joining soon, salary negotiable, experience required, documents must be current, mixed crew, details by phone.
Better:
- Position: 2nd Engineer
- Vessel: Bulk Carrier, 58,000 DWT
- Salary: 6,200 USD
- Joining: May 20
- Contract: 4 months
- Crew: mixed
- Requirements: Bulk Carrier experience, good English
- Documents: valid STCW, medical, seaman's book
Structure improves conversion. Short lines, clear fields, and highlighted key terms are especially important.
9. Requirements Look Too Demanding
Sometimes a company lists such an extensive set of requirements that suitable candidates disqualify themselves.
For example:
- experience only on the exact same vessel type
- perfect English
- strict age limit
- many additional certificates
- experience specifically with a certain engine
- ready to join tomorrow
- long contract
- low salary
If the requirements are genuinely mandatory, keep them. But if some are merely desirable, separate them:
Required: experience in the role, valid documents, English. Advantageous: experience on similar vessel type, mixed crew, MAN B&W.
This way the vacancy won't deter candidates who could be a good fit after further consideration.
10. Conditions Are Below Market
Sometimes the problem isn't how the vacancy is written, but the offer itself. If the salary is below market, the contract is longer than average, the joining is inconvenient, the vessel is demanding, and the requirements are high — sailors will choose other options.
This is especially evident when:
- many views, few applications
- candidates ask about conditions and then go silent
- suitable sailors decline after first contact
- the vacancy sits open for a long time with no result
- recruiters keep hearing the same response: "found something better"
In this situation, compare the vacancy against similar offers and honestly assess its competitiveness.
Sometimes the solution isn't only raising the salary, but improving other factors:
- shorter contract
- paid flights
- fast joining
- stable rotation
- bonus for urgent start
- prospect of repeat contracts
- reputable shipowner
- company's good reputation
11. No Information About Required Documents
If the vacancy requires specific documents, certificates, or visas, this must be stated upfront. Otherwise applications will come from candidates who can't join quickly.
Always indicate if the following are required:
- USA visa
- Schengen visa
- tanker certificates
- DP certificate
- GMDSS
- SSO
- Marlins / CES test
- yellow fever vaccination
- valid medical certificate
- specific endorsements
A clear list of documents helps candidates quickly determine their eligibility, and helps recruiters reduce time spent on initial screening.
12. It's Unclear How to Apply
Even a well-crafted vacancy can lose candidates if applying is difficult — for example, sending an email without a subject line, filling in a long form, sending documents to different messengers, or hunting for contact details in the company description.
The application process must be simple:
- "Apply" button
- CV submission form
- recruiter contact details
- WhatsApp / Telegram, if the company uses them
- clear list of what to send
At the first step, don't ask for too much. A CV, contact details, position, readiness to join, and confirmation of key documents is enough. Everything else can be clarified after initial interest is established.
13. The Company Is Slow to Respond
Seafarers often apply to several vacancies at once. If a recruiter responds after a day or two, the candidate may have already accepted another offer.
Slow communication reduces conversion not only from application to placement, but also for future applications. If a candidate once messaged a company and received no reply, next time he may simply ignore their vacancy.
For urgent vacancies especially, it matters to:
- promptly confirm receipt of the application
- respond to suitable candidates within the first hour
- immediately clarify key questions
- keep the candidate informed of their status
- notify candidates when the vacancy is filled
- offer similar positions if this one didn't match
Even a short message is better than silence.
14. The Vacancy Is Outdated or Looks Irrelevant
If a vacancy was published long ago and hasn't been updated, a sailor may assume it's already been filled — especially if the joining date has passed or there's a vague "ASAP" with no updates.
To keep a vacancy looking current, it helps to include:
- publication date
- update date
- "still open" status
- number of open positions
- new joining date if it has changed
For example:
- Updated: May 10
- Vacancy still open
- 2 positions available
- Joining rescheduled to May 25
Keeping information current builds trust and encourages candidates to apply.
15. No Vacancy Promotion
Sometimes the vacancy is good, but simply not reaching enough people. Posting on only one site or in one channel may not be enough, especially for urgent positions.
To increase reach:
- post on specialist maritime job sites
- Telegram channels
- email newsletters to your database
- notifications to matching candidates
- social media
- re-boosting the vacancy
- "hot vacancies" featured blocks
- recruiters actively working their own candidate database
It's not enough to just post a vacancy — you need to get it in front of the right audience. All applications should also be collected in one place so candidates aren't lost across different channels.
16. The Vacancy Isn't Optimized for Mobile
Many seafarers browse vacancies on their phones. If the description is hard to read on a mobile screen, the application form is clunky, the button is small, and the text is long and unstructured, some candidates will leave.
A mobile-friendly vacancy should be:
- concise
- structured
- with clear fields
- with a prominent apply button
- with no unnecessary steps
- with a quick CV upload option
Check the vacancy on your phone. If you find it uncomfortable to read and apply, candidates will too.
17. No Clear Advantages Stated
If a vacancy looks like dozens of others, candidates will choose based on salary, reputation, and convenience of terms. That's why it's important to highlight what makes the offer stand out.
This could be:
- stable shipowner
- short contract
- new vessel
- good crew
- paid flights
- fast joining
- rotation schedule
- repeat contracts
- no fees for seafarers
- document support
- strong company track record
For example:
"Advantages: stable European shipowner, company-paid flights, repeat contracts, no fees for seafarers."
One line like this can noticeably boost interest in the vacancy.
18. Candidates Don't Know What Happens After Applying
A sailor is more likely to apply when he understands the next step — for example: the recruiter will review the CV, get in touch via WhatsApp, request documents, submit to the shipowner for approval, and communicate the result.
Consider adding a short block:
After you apply:
- we'll review your CV
- we'll contact you to clarify details
- we'll request your documents
- we'll submit your profile for approval
- we'll inform you of the result
This reduces uncertainty and shows that the process is organized.
19. The Company Has a Weak Reputation or a Sparse Profile
Even if a vacancy is well-written, a candidate may look up the company and find little or no information about them — or find negative reviews. This erodes trust.
The company profile should be fully completed:
- description
- logo
- contact details
- website
- countries of operation
- vessel types
- licenses or certifications, if applicable
- active vacancies
- company history
- office or team photos, if appropriate
For a crewing company, the employer profile isn't a formality. It's part of the conversion funnel.
20. You're Not Re-Engaging Past Applicants
Not every candidate is right for a specific vacancy. But that doesn't mean you should lose them. If a seafarer applied once, you can save their profile in your database and reach out with a similar position later.
What's worth doing:
- save candidates to your database
- note their position and experience
- record their readiness to join
- log reasons for non-selection
- offer similar vacancies later
- send targeted follow-up newsletters to matching candidates
Sometimes a vacancy doesn't get responses not because candidates don't exist, but because the company starts the search from scratch every time.
How to Diagnose the Problem
To improve application rates, look at the whole funnel — not just the number of applications.
If views are low
The problem is likely reach:
- the vacancy isn't being promoted
- no additional channel distribution
- weak title
- listing drops down quickly
- no SEO or newsletter
What to do: re-boost the vacancy, post in Telegram, send a newsletter to matching candidates, improve the title.
If views are high but applications are low
The problem is likely the offer or the description:
- no salary listed
- conditions are below market
- no joining date
- vessel type is unclear
- contract is too long
- vacancy appears untrustworthy
What to do: add key fields, highlight advantages, specify salary, strengthen the company profile.
If there are many applications but candidates aren't suitable
The problem is likely the requirements:
- description is too generic
- required experience isn't specified
- required documents aren't listed
- no filtering criteria
- one vacancy is bundling several different roles
What to do: clarify requirements, split out separate vacancies, add mandatory documents and experience.
If suitable candidates are declining
The problem is likely the process or the competitiveness of the offer:
- slow response times
- slow approval process
- conditions are worse than alternatives
- candidate doesn't know the next step
- negative company reputation
- too much uncertainty
What to do: speed up communication, align a fast approval process with the shipowner, improve conditions, or offer additional advantages.
Checklist: Why Should a Sailor Apply to Your Vacancy Specifically?
Before posting, ask yourself:
- Is the position clear?
- Is the salary stated?
- Is the vessel type visible?
- Is there a joining date?
- Is the contract duration specified?
- Are the requirements clear?
- Are required documents listed?
- Is there information about the employer?
- Is the application method obvious?
- Is the vacancy easy to read on a phone?
- Are advantages highlighted?
- Does the vacancy look current?
- Will the recruiter respond to the candidate quickly?
If the answer to even a few of these is "no," the vacancy is likely losing applications.
Weak vs. Strong Vacancy: A Side-by-Side Example
Weak version
2nd Engineer needed
Urgently need a 2nd engineer for a good vessel. Salary by arrangement. Documents must be in order. Details via direct message.
Why it fails: no vessel type, no salary, no joining date, no contract, requirements unclear, employer unknown, raises too many questions.
Strong version
2nd Engineer / Bulk Carrier / 6,200 USD / joining May 20
2nd Engineer required for Bulk Carrier, 58,000 DWT. Salary: 6,200 USD/month. Contract: 4 months. Joining: May 20. Flag: Liberia. Crew: mixed. Main engine: MAN B&W, 9,000 kW. Requirements: minimum 2 contracts in role, Bulk Carrier experience, good English. Documents: valid STCW, medical certificate, seaman's book, passport. Flights: covered by the company. Fees for seafarers: none. Employer: verified crewing company. To apply: send your CV via the form or click "Apply."
Why it works: the sailor immediately sees the key terms; the vacancy looks credible; fewer unnecessary questions; the recruiter receives more relevant applications.
Conclusion
When seafarers aren't applying to a vacancy, the market isn't always to blame. Often the reason is that the listing doesn't give candidates enough information, comes across as unconvincing, or fails to build trust.
The factors that most strongly affect application conversion are: salary, vessel type, joining date, contract duration, requirements, documents, company name, and a clear way to apply. The more transparent and complete the vacancy, the better the chance that the right sailor will click "Apply."
The core principle is simple: a seafarer must quickly understand that the offer suits him and that the employer can be trusted. When a vacancy answers both of those questions, applications will be more plentiful — and of higher quality.
