RECRUITMENT
U.S. port employment outlook By Susan Shey Dvonch, Managing Partner Shey-Harding Associates Executive Search, Seal Beach, CA
I
t would take a lot more fingers and toes than I have to count how often I have heard the words “these are interesting times” over the past few months, and that sentiment certainly applies to the U.S. employment situation. But thanks to ports and the goods movement industry being deemed “essential businesses”, we are fortunate that the picture is far less ominous overall for our sector than for many other segments of the economy. Some of our port partners have indicated they are implementing hiring “pauses” in the short term while others are proactively filling essential front line, mid-management, and strategic leadership positions. With a few highprofile CEO retirements announced for the coming year, we contend it is a good time to be in the market for a port leadership role and that as hiring authorities look to fill openings they should have strong candidates to consider. Many of the candidates we speak with (both active and passive) view diminishing opportunities in the private sector and uncertainty in the maritime industry as impetus for considering new positions in the port space. With greater residential flexibility for job seekers given today’s travel limitations, they can more seriously consider a desirable new role and have more time to evaluate and make decisions relative to their domestic options. Today’s hiring processes have taken a definitively different turn with most, if not all interviews conducted by videoconference with limited or nonexistent in-person contact between the candidates and hiring authorities. Several benefits of this new model include; increased ability to quickly convene interview panels, significant cost reduction, and a more efficient process overall. While I will always argue the value of the face-to-face job interview, the reality is that travel limitations may limit or
22 — PACIFIC PORTS — August 2020
Today’s hiring processes have taken a definitively different turn with most, if not all interviews conducted by videoconference...
eliminate the practice for some time to come. I suspect this model will become commonplace, with only the last and final step conducted in person (if at all!). Diligence in candidate vetting, soliciting referrals, and reference checking will become increasingly important in order to ensure a quality hire. We have helped several port clients fill critical vacancies since early March, resulting in newly appointed executives relocating and commencing employment smack in the middle of a global pandemic. Social distancing, nearly vacant offices, and strict safety protocols have made the traditional onboarding process quite different. Human resources staff within our client companies have had their work cut out for
them more than ever before and through diligence and creativity have helped ensure a smooth springboard under very difficult circumstances. In order to attract the best possible talent, some critical areas in the hiring process to be considered are; advancing the process expeditiously and efficiently, communicating often and openly with candidates, and proposing an appropriate offer package. The most desirable candidates will typically have a variety of options to consider, including a possible counteroffer from their current employer. It is important to assess those variables carefully (and early!) and make sure that the best hire will end up your hire! Stay safe, friends. I look forward to when we can convene again in person.
Susan Shey Dvonch is Managing Partner of SheyHarding Executive Search, a transportation industry recruitment firm established in 1990 and based in Seal Beach, California. Since joining the firm in 2003, she has executed numerous searches at the C- level for companies throughout the U.S. Clients include port authorities, ocean shipping companies, equipment providers, and marine terminal operators. She is a guest lecturer at the Center for International Trade and Transportation at California State University Long Beach and for Lamar University’s Center for Advancement in Port Management.
