There are plenty of articles offering tips for jobseekers on how to impress in a crew interview. But what about the other side of the table? How do you, as a captain or head of department, interview potential crew effectively? Here’s how to approach interviews with purpose, professionalism, and people-awareness.

Why interviewing yacht crew is different

Yacht life is unique. Tight quarters, long seasons, and high expectations mean that hiring the wrong person impacts not just productivity but morale. An interview needs to assess both skill and fit — and do so efficiently.

Prepare before the interview

Presumably, you’ve already reviewed the candidate’s CV. Highlight areas of interest, flag potential concerns, and prepare specific questions. Winging it often means missing key details or insights.

Also remember: the interview is a two-way street. You’re not only evaluating them — you’re also representing the yacht and the team culture. Being unprepared sends the wrong message.

Start with rapport

Break the ice with a simple question like, “How did you get into yachting?” From there, move into their career path, past roles, and motivations. Ask about:

• Why they left their previous roles
• Their goals and future plans
• Any gaps in experience or changes in position

Ask smart, open-ended questions

Avoid questions that can be answered with just “yes” or “no”. Instead, use prompts like:

• “Tell me about a challenge you handled on your last yacht.”
• “What does a good team dynamic mean to you?”
• “What do you know now that you wish you knew in your first yacht job?”

Follow up yes/no responses with: “Can you give me an example?”

Look beyond the CV

Ask about:

• Hobbies and interests (they may have useful secondary skills)
• Non-yachting work history
• Languages, certifications, or technical know-how they haven’t listed

This uncovers hidden value and shows the full picture.

Observe body language

Professionalism matters. Slouching or lack of eye contact can signal disinterest. Look for attentive listening, engagement, and enthusiasm. Relaxed confidence is great; excessive familiarity is not.

Involve the team

For department-specific hires, include your heads of department. They’ll be working directly with the new crew and can provide essential insights. If possible, let them pre-screen so you only interview strong contenders.

Consider a social trial

Some captains take potential hires out with the team socially — to see how they interact when relaxed. While unorthodox, this can give you a glimpse of personality under informal conditions. But use this method thoughtfully and ensure professionalism remains intact.

Strengths, weaknesses & feedback

Ask: “What are your biggest strengths?” Follow up with, “What’s one area you’re working on improving?” It’s a test of self-awareness and honesty. A good candidate won’t claim to be perfect.

Don’t Forget Your Role

Nervous interviewers make for nervous candidates. Be calm, clear, and open. The more comfortable you are, the better the conversation will flow.

Summary: interview checklist

• Prepare questions in advance
• Use open-ended prompts
• Ask for real examples
• Involve team leaders
• Note body language
• Assess both skill and personality

Final thoughts

There’s no one-size-fits-all approach. Trust your instincts, take notes, and look for that rare combination of competence and character. When you find it — you’ll know.

If you’d like tailored interview support, question prompts, or help with screening yacht CVs, I’d be happy to help. Drop me a line:

📧 erica@elcrewco.com
🌐 www.elcrewco.com