摘要：The traditional approach used by MET institutes to admit students who are trained to become seafarers is increasingly becoming deficient in the face of the growing labour crisis within the global shipping industry. Further pressure is being placed on MET institutes to revise the modus operandi used to enroll students due to the dynamic nature of the seafaring labour landscape. Due to the limited knowledge MET institutes have about the students they admit, their expectations and career ambitions, it is difficult to effectively retain them onboard ships. This is because the lack of information on the career ambition of the students translates into poor management of their expectations. This paper discusses the need for MET institutes to employ psychological testing tools to gather adequate information about the students at the time of admission. This is necessary as it will help both the trainers of seafarers and shipping industry employers to adequately manage their expectations. When the expectations of students are not known, it consequently leads to a poor management of their career ambitions which then culminates in attrition from ships to landside jobs when they become seafarers. Thus MET institutes need to know the kind of people they are recruiting in order to effectively manage their expectations and this requires a thorough understanding of the reasons and factors influencing people to enter into seafaring.
关键词：Ship Officers;Seafaring;Shipping;Admission Policy;Shortage;Students;Recruitment and Retention
