INTRODUCTION

Founded in 1960,

recognized world

leader in pizza

delivery

has 500 company-

owned stores in

the United States

global retail

sales of over $5.4

billion

Headquarter in Ann Arbor,

Michigan

employs more than

10,000 employees

“vision - to be the best pizza delivery company in the world”

PREVIOUS FLOW OF

INFORMATIONhiring

process was

completely decentraliz

edhad paper stock of

interview guides

Sent to acentral

location

Did not have an

automated system

HR dept. faced

problems

THE SOLUTION

TALEO Right Software Solution, In 2008

Focused On Taleo’s Simple Manager WebTop For Ease Of Use

Taleo ’s Strong Client List And Large International Customer Base Were Also Key To The Decision

It Only Took A Few Clicks With Very Little Navigation From Page To Page To Hire Someone

The System Was Self-training And Easy To Learn

STREAMLINING PROCESS

INTEGRATION

To Ensure Store Adoption

Built A Central Repository To Cross-check That All Hired Had All The Necessary Paper Work And Completed Every Step In The Process

Was Able To Strike A Balance Between Simplicity And Enforcement Of The Application Process

Can Now Quickly See Which Applicants Are Missing Documents

PASSING INFORMATION DIRECTLY TO TIMEKEEPING SYSTEM

Eliminated The Need For The Manager To Enter Application Information Into The Point Of Sale System

Taleo Passes Basic Human Resource Information For Each New Employee Directly To The Timekeeping System

This Eliminates Manual Data Entry And Typos, Data Integrity Improved Dramatically

INCREASING SOURCING

Has Seen Improvements In Several Areas Within Its Recruiting Process

First It Improved Decision Support

Managers Can Drill Down Into Sourcing Data And Applicant Flow

The Hr Team Can See How Many Employees Each Store Needs And How Many Qualified Applicants Are In Their Talent Queue

REDUCING TURNOVER

Using Taleo Assessment™ For All Hourly Applicants

Not Only Lowered Its Overall Turnover, But Has Also Lowered Its Terminations Due To Gross Misconduct Reasons

Divides Assessment Scores Into Three Different Bands—green, Yellow And Red

The Hiring Manager Sees A Color And Can Quickly Make A Determination Of Whether Or Not They Should Interview The Candidate

CUTTING RECRUITING COSTS

Local HR Managers Are Spending Less On Sourcing Expenses Like Career Fairs And Advertising

Has Also Cut Hard Costs Associated With Scanning And Shipping Paper Documents By Collecting Most Applicant Information Online

But Overall They Are Spending Approximately 75 Percent Less On Scanning And Shipping Documents.

TALEO

HR dept.

Streamline process

Time keeping Increase sourcing

Reducing turnover

Cutting rec. cost

Law, documentation

Cross checking

attendance

Enter applica

tion

Decision

support

Searching

talent

Scoring them

Curtailing

employee

Less advertisi

ng

CONCLUSION

Use its Taleo system to enhance its employment andsales brand during the application process

Domino’s Pizza has future goals for the use of its Taleo system

It hopes to implement Taleo for its largest franchise which has more than 160 stores

Wants to increase the awareness of the Taleo solution in its international franchises

PRESENTED BY :-SREETOMA KUNDUSHWETA RANJANSUMIT MUKHERJEE