Taking to the water for the first time 75 years ago, Fednav has been innovating ever since. Known primarily for their successful navigation of the Canadian Arctic, they forged complex routes through unknown waters, always staying true to their purpose of doing things the right way for their clients. Now, 75 years on, they have grown to become Canada’s largest ocean- going bulk shipping company, mastering a multitude of complex routes on both the Great Lakes and the Arctic. With their arsenal of more than 65 vessels and operating up to 120, they offer a seamless shipping experience for their customers. They’re proud to represent the highest standard of global service possible.
In 2015, Fednav realized that 50% of their workforce was going to be ready to retire within the next four years.They also recognized that they had an excellent reputation yet remained under the radar and not as visible to potential recruits.
To ensure the future of the business, Fednav needed to maintain what has made them successful over the years and at the same time, continue to grow and evolve. A new course and strategic orientation were set for the business: with a focus on high-performance, innovation, creativity, open communication, and a lot of collaboration a cultural transformation was underway.
Fednav has been spearheading a new culture journey for the past few years under the leadership of president and CEO, Paul Pathy. This transformation is a strategic edge for the company in which aligning the human element with its corporate strategy, leadership, and culture to achieve business excellence has become a key focus.
The company has been honoring and maintaining the values that have made it successful for 75 years, while fostering a high- performance organization. Fednav is continually evolving its culture, seeking new ways of meeting modern-day expectations. Fednav is transforming the way it leads and how it communicates and collaborates.
By concentrating on a philosophy of continuous improvement, by driving accountability and collaboration forward, by encouraging new ideas and fostering a sense of urgency to act on its mission—Fednav is currently undergoing an impor tant change.
Growth means recruitment.They needed to have the right people in the right roles to help the business embark on this transformation.
In the past, the business had outsourced assessments to organizational psychology firms for recruitment, that was an expensive process at $6,000 per person. In addition, the candidate experience was not ideal as it required the commitment of a full day.
Fednav star ted looking for a viable alternative way to recruit people who embodied the brand personality and a better way to find the right person.
Christine Mack, Senior Manager of People and Culture, had experienced for herself the power of Thomas assessments many years before her journey began with Fednav. Christine wanted to introduce Thomas to the business. At first, there was resistance; until Christine persuaded a senior leader to try the Personal Profile Analysis (PPA: workplace behavioral assessment). He too became a convert when he realized the power and potential of the Thomas assessments.
While working on a C-Suite role, Christine gathered senior leaders to discuss what they needed for the key role. Together, using a Thomas process of outlining the ideal behavioral (PPA), cognitive (General Intelligence Assessment: GIA) and emotional competencies (Trait Emotional Intelligence: TEIQue) that align with the HJA (Human Job Analysis) for a role, they identified the type of leader they needed who could help drive their cultural transformation.
These specifics gave clarity to the executive recruitment firm on the exact competencies they were looking for in the role, and the type of candidate Fednav was seeking in addition to internal alignment which made a meaningful difference to the recruitment process.
Fednav decided to bring the assessment portion for all recruitment in-house and use the Thomas suite of assessments. This not only saved them $6,000 per candidate, it also gave them access to a wealth of information about the candidates and it provided for a much-improved candidate experience in terms of time and quality of feedback.
Fednav recruited a senior leader who checked all the boxes and aligned well with the type of change in the culture they wanted to see. They continue to use the Thomas suite of assessments for all roles including leadership development and succession planning.
Christine offered the candidates a great experience during the interview process. She spent time with them going through all their assessment reports and validating the results with them. Christine says that she’s received positive feedback about this process from the candidates. As a long-time Thomas user, she finds that preparing for a debrief is easy thanks to the Thomas tools and reporting and especially with the support she received from her Thomas Consultants.
The CEO values the integration of the Thomas tools in their hiring process, especially the feedback the trained Thomas user offers.
Fednav is now steering themselves in the right direction towards a positive culture change.
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