Although the candidate market may appear broad, finding the right personnel for offshore operations requires careful assessment. A successful appointment is not simply about filling a vacancy – it is about considering the technical, operational and interpersonal requirements of the project.
Let’s ask the CEOs of AS Recruitment, Stephen Cosgrove and Andrea Schenato, why professionalism plays an important role in offshore recruitment.
STEPHEN: Offshore recruitment often involves technical skill requirements and time-sensitive mobilizations, so a professional approach helps ensure candidates are matched accurately to the role. Professional behaviour from all parties creates a bond between the client and recruiter, and between the recruiter and candidate. This then carries over into the relationship between the client and candidate, supporting a positive experience for everyone involved.
Professionalism also comes from having professional processes in place, as these help protect the employer’s brand, candidate well-being, and health and safety. It also means keeping all certificates up to date. From a recruitment perspective, maintaining accurate and current records of candidates’ certifications is particularly important. When this is managed effectively, a recruiter can place a suitable candidate quickly and efficiently, reducing delays and unnecessary friction in the placement process.
ANDREA: Our own professional experience in the industry allows us to assess whether a person is the right fit for a specific project. At ASR, our approach is quite simple: we look for people who have the right skills and the right attitude.
A candidate’s experience is undoubtedly essential, but it is not always the only indication of quality, particularly when it comes to pilot roles.
Having worked in this industry for many years, we can say with confidence that a person’s attitude is just as important as their skills. Throughout my career, I have met people with extensive experience who did not demonstrate the necessary skills or the right attitude towards their work. This is a dangerous combination that can have serious consequences, particularly in an industry where safety, teamwork and reliability are essential. On the other hand, I have met people with less experience who were incredibly skilled and had the right attitude for the project.
Our goal is to find people who have the right attitude, skills and relevant experience. The number of hours alone does not necessarily provide a complete picture of someone’s ability. A pilot may demonstrate a high level of competence after 500 hours of flying, while significantly more hours do not automatically guarantee the same level of ability, judgement or suitability for every project. This is why we consider the complete profile rather than relying on one measure alone.
Stephen and Andrea are active ROV and trenching pilots, giving them direct insight into the operational risks that effective recruitment can help clients manage.
STEPHEN: As ROV and trenching pilots, we face serious operational risks, including launch-and-recovery hazards, umbilical entanglement, loss of situational awareness, and equipment damage caused by inadequate knowledge or weak team members with lack of experience.
That is exactly why professional recruitment matters: the wrong hire can create safety, technical and cost exposure very quickly in this kind of work. ASR helps ensure the pilot has the right certification, relevant trenching or ROV exposure, and the discipline to work safely under pressure. It also reduces the likelihood of placing someone who may understand the equipment in theory but lacks the practical judgement needed in live offshore conditions.
ANDREA: We work in a high-risk industry, where we must rely on others to successfully complete a project, a mission, or even seemingly simple tasks that may involve potential hazards.
Throughout my career, the vast majority of people I have worked with in the ROV and trenching industry have been reliable and highly professional. On the few occasions when professionalism was lacking, however, the impact was felt across the entire team. It created a chain reaction, affecting morale and ultimately escalating to higher levels of management, where, fortunately, appropriate action was taken.
At ASR, we look for true professionals. One of the most challenging aspects of our role is identifying those who may not demonstrate the required level of competence or suitability, even if their CV seems perfect. That is why preliminary interviews are an important part of helping us make that assessment.
What are the most common difficulties offshore personnel may face on board, and how does ASR make a difference in the wider recruitment market?
STEPHEN: Offshore lifestyles and operations involve many risks and difficulties, which can vary depending on the situation. These may include simple things like lack of sleep, homesickness, communication difficulties that can arise when people of different nationalities work together, challenging living conditions and demanding operational conditions.
ASR makes a difference because we improve the quality of the match before the person reaches the site or vessel. This is critical in a market where last-minute mobilization gaps, missing qualifications, and compliance issues are common.
The ASR team helps narrow the candidate pool using practical filters such as technical skills, communication ability, suitability for the role and the potential for a successful placement, instead of relying on CVs alone. This helps reduce onboarding friction and lowers the risk of a bad placement turning into a costly offshore problem.
ANDREA: Based on our own experience working on vessels, we aim to make sure our contractors know what to expect before they arrive on board. We take the time to understand their needs and do our best to be there for them whenever they need support.
Being part of this industry ourselves, we understand what life on board is really like. We know what people need when they are working away from home, what they expect from their working environment and, just as importantly, what should be considered absolutely unacceptable.
The real challenge is identifying those who have the mindset and interpersonal qualities required for this type of work, the right experience and, just as importantly, the ability to be reliable and effective members of the team.
ASR Difference
ASR combines first-hand offshore experience with careful candidate assessment and dependable support throughout the recruitment process. The result is a better-informed match that saves clients time, reduces unnecessary costs and mobilisation risks, and helps contractors arrive prepared for the project. That is the value of recruitment led by people who truly understand offshore operations.
