Franchisor: Jennifer Fedus (Hamilton, Ontario)
Jennifer Fedus is in the driver's seat
Approaching the starting gate
Jennifer Fedus is the owner of an Active Green and Ross location in Hamilton, Ontario, and has developed a strong understanding of the automotive service business after working in the industry for a number of years. Her initial experience with the AG+R franchise came when she worked as a book keeper for AG+R, where she gained a blend of business and industry experience. When the franchise became available for purchase in 2006, she decided that her experience with the franchise would allow her to become successful in owning her own business, and she consequently made a decision to purchase the Hamilton location.
During the research phase prior to purchasing the franchise, Jennifer spoke with the general manager of AG+R around the various financing options available through the franchise network. Knowing that Social Capital Partners had an interesting proposal to finance new franchise acquisitions, he advised Jennifer to consider SCP's financing arrangements due to the competitive interest rates and the assistance provided around the employee hiring process. After a number of discussions with SCP, Jennifer became SCP's first franchise investment in 2006.
Firing on all cylinders
Through the arrangement, Jennifer was able to obtain an attractive financing package that allowed her to acquire the franchise location. Around employee hiring, SCP worked with Jennifer to articulate the ideal candidate characteristics for entry level positions. SCP then identified the key organizations that would be able to find and screen applicants according to these entry level requirements, helped foster relationships with Mohawk College, YMCA, Youth Employment Centre, and City of Hamilton Community Services. These organizations administer the Job Connect program - an initiative funded by the Ontario Ministry of Colleges, Training and Universities to provide job seekers with the necessary training, skills and support to become successful in the workplace.
Jennifer's experience with the Job Connect has been a good one, since the candidates that come through the program are often a good fit for entry-level positions. As she highlights, this service "takes most of the stress out of looking for people. Job Connect receives a lot of resumes and they do a great job at prescreening candidates that they refer. It is a win-win situation because it saves [Jennifer] a lot of time and energy". While she admits that "there is a bit of trial and error just like any other hiring process", there are no additional costs - such as placing an advertisement in the local paper - incurred when looking to fill job openings through the social hiring program.
As a result of now owning her own business, and with help through the social hiring program, Jennifer has been able to assemble a strong operational team at her location. Among her numerous social hires, one stands out in particular: in 2006, Joel Oliver was hired as an entry-level technician, and he has since received multiple promotions to become the Store Manager of the Hamilton location. This is not only good for Joel, but also good for business: on several occasions, Jennifer has received compliments about the professional conduct of her employees, and has noted that in Joel's case she shared with customers his impressive job progression over a relatively short time period.
The road ahead
Jennifer Fedus has worked with the social hire program for over three years, and finds the program to be a "rewarding" experience. She recommends it to anyone in a position to implement the program, and praises the program for "its ability to build a career for someone who might not have had any direction or seen a real opportunity".
For SCP, the relationship with Jennifer demonstrated that financial investments can create a "blended" return to individuals and businesses, and, in turn, the local community - where all sides benefit. This arrangement proved to be remarkably successful, and SCP has managed to replicate the process for a growing number of franchise owners across the Active Green and Ross network.
Employee: Joel Oliver (Hamilton, Ontario)
Joel Oliver is living life in the fast lane
Approaching the starting gate
Joel lives in Hamilton, Ontario and has worked at Active Green and Ross for over three and a half years spanning a number of positions and job responsibilities. Prior to his current position, Joel's work experiences consisted mainly of "McJobs", and his most recent employer after he left school was at a Michelin logistics centre, where he performed shipping and receiving tasks. However, at the time, he wasn't convinced his current job would provide him with good, long-term career options, so he applied to Mohawk College's Job Connect program in order to secure a job that would be a better fit with his abilities.
The Job Connect program is funded by the Ontario Ministry of Colleges, Training and Universities, and is designed to provide job seekers with the necessary skills, training and support to become successful in the their job search and in retaining a job. Joel's experience at the Mohawk College Job Connect program was a positive one, and he took advantage of the program's services around job search and preparation. Eventually, he found out about the opportunity at AG+R, and after successfully applying and interviewing for the position, he was offered a job as a tire and lube technician.
Firing on all cylinders
Prior to working at AG + R, Joel only knew the basics of car maintenance and, as a result, he started working as an oil change technician. Through the Job Connect program, there is an option to hire employees on for a trial period ranging from several weeks to up to 6 months, which allows the employer to assess the fit between the person, their ability to perform the job, as well as adjust to the corporate culture. Joel was initially hired on a three-month basis, and once the trial period had concluded, Joel was offered a job and began training as an apprentice technician.
He found the apprentice program to be a great learning experience that has equipped him with the technical skills and relevant experience to work "under the hood". Throughout his career at AG+R, Joel has strived to maximize his learning in the industry. This sentiment was also reflected by the owners who have provided Joel with opportunities to travel as far as Baltimore to attend training programs. As a result of his positive attitude and drive to further his knowledge and skills development, Joel has progressed at a remarkable rate: within two years, he was able to work his way up from an entry-level position with limited experience to a service supervisor, and to eventually transition to his current role as Store Manager.
Keys to Success
The positive work environment created at the AG+R in Hamilton has helped facilitate the development of his individual skills, but it is not the only factor. Joel explains: "I have been helped out along the way, but you really have to show that you are dedicated. I have put in a lot more hours than pretty much anyone I started off with... and it's paid off." Joel only has good things to say about his former and current colleagues and recognizes them for the role that they have played in his success. In addition, he highlights the fact that "the owners have probably been the best people I have ever worked with", and they have supported his career progression ever he was hired.
Joel notes that his colleagues have been accepting of his rapid progression, as he is now responsible for people who were senior to him when he began. His inspiring transition from humble beginnings provides a valuable perspective in many situations. One example is when new hires may feel they will be let go after the three-month trial period because they lack the necessary work experience. In these cases, he is able to lead by example and is a success story around how the system can work successfully. Joel notes that the success of a candidate depends on the individual's attitude and what they are willing to do, rather than simply their previous knowledge. Luckily for the new hires, they only have to look within the store to know their hard work and commitment has tangible rewards both personally and professionally.
The road ahead
After being promoted from an oil and lube technician to location manager in two years, Joel plans to maintain his job as manager and feels fortunate to work with great colleagues. The program has allowed Joel to demonstrate his abilities to learn and develop his skills on the job, and encouraged him to achieve his personal and professional goals. Despite his positive career path to date, however, he is not done yet - within five years, Joel hopes to own a franchise location himself.
Joel's story is not only an extraordinary successful example of an individual building a positive career, but a demonstration of how finance can be creatively leveraged to solve structural unemployment problems. Through a loan provided to Jennifer Fedus, the owner of the Hamilton AG+R location, job-ready candidates now have additional access to job opportunities, technical training and the necessary support to develop their careers. For SCP, the opportunity to finance Joel when he is ready to own his own franchise location would be the ultimate reward from our investments in the social hiring strategy - a model where "everyone profits" when good employment opportunities are created.