Domino’s Turkey is a leader in the Turkish pizza industry with the most widespread pizza delivery chain in the world. With a growth target of 60% within the next 5 years, Domino’s Turkey is redefining and digitizing its business processes to adapt to rapid growth and increase efficiency.
Domino’s HR Team knows that the key to the success of any business is people, but it takes time for new employees to get to productivity. A well-structured Onboarding process can help decrease early turnover and make the employee adaptation process faster, without putting a burden of manual tasks on the HR Team.
Starting off with the mission of being a Technology Company Selling Pizza, Domino’s Turkey created exceptional online onboarding and offboarding processes, using Harmonise by Peoplise. Adored by both candidates and managers, the program is now crowned with the prestigious BOC Global Events Group HR Brilliance Silver Award for Brilliance in Innovative Use of Technology.
In this blog, we focus on Domino’s Turkey journey of creating a game-changing Onboarding and Offboarding system.
"Domino's Onboar'D" onboarding program covers the employee's first 90-day journey to work. Since the project launch in February 2021, the company switched to a home office working model and a digitized onboarding program helped ensure smooth and consistent transition and ease of adaptation of new employees who worked from home since day 1. Before the system transition, onboarding and offboarding processes in Domino's Turkey were a process that required intense effort and follow-up by both relevant departments and onboardee/offboardee. Lack of standardized processes across business units and process inconsistencies put a burden of manual tasks on HR Team and created a negative experience for new hires.
At the very beginning of the process, we talked to our management team about the benefits of digitizing the onboarding and offboarding steps for the company. These advantages were to strengthen our employer brand perception, to explain Domino's culture to our new colleagues in the most accurate and fastest way, and to strengthen our data pool and reporting system by strengthening corporate memory.
Performing tests before going live enabled the team to fine-tune the journey, ensuring a smooth process flow.
Onboarding at Domino’s
From the moment the candidate accepts the job offer, they are included in the Domino's Onboar'D process, which covers the first 90 days.
After Onboardee is registered to the process, tasks are automatically forwarded to a new hire and the relevant departments.
- Interview experience survey
- Submission of employment documents
- Request form for service/roadside assistance options
- Video and other content about Domino's Culture
- Private Health Insurance application information
- Buddy information (Bud’D)
- Domino's Dictionary with terms used in Domino’s
- Spotify playlist for the first day of work
- Submission of the orientation plan
- 1st-month work experience survey
- Performance evaluation process goal entry reminder
- 2nd-month compliance survey tasks
Likewise, tasks are sent to the internal departments for personnel service/vehicle organization, meal card, private health insurance definition, pizza prep school, company entrance card application, and discounts.
The HR team can track the continuity of the process through reporting dashboard, while reminder notifications are sent automatically to all responsible employees in the process.
Process automation allows for better data collection and enables the HR team to track important metrics, ensuring continuous improvement of the processes. Currently, first-month job adaptation survey results are 4.25 out of 5.
Offboarding at Domino’s
Offboarding process at Domino’s is aimed to make a person leaving the company feel valued and minimize the frustration that might be related to change. It ensures all administrative tasks are completed timely and orderly, while the feedback received from offboardees helps improve internal processes.
The offboarding process starts with the relevant employee’s verbal information to his/her team and to HR. Afterwards, HR Payroll responsible calculates the notice period and the leaving date is determined with the offboardee. Leaving date is entered into Harmonise from “add a new offboardee” section. During the notice period, the offboardee receives assignments via the platform such as:
- Resignation letter task for offboardee
- Reminder for cancelling the private insurance of offboardee
- Reminder for calculation of additional payments of offboardee
- Exit survey for offboardee
- Reminder for exit interview
- Reminder for completion of legal leaving process
- Reminder for leaving announcement
- Reminder for turning in company assets such as entrance card, business phone and work laptop
HR responsible follows the assignments, receives the resignation letter, conducts the exit interview, completes the process, and announces the resignation to the whole company.
With an easy and flexible journey design tool, we created scenarios to meet, greet, provide company info, introduce team members and assign important tasks to all parties involved in the process. Peoplise team helped us utilize the latest technologies with ease, to ensure we enriched employee journeys with timely notifications, document sharing and surveys, while HR received real-time analytics and reporting.
With the onboarding and offboarding process steps defined on Peoplise, the processes started to progress without any interruption. Automatic assignment of tasks via scenarios saves time for teams and it also made all checkpoints more specific. In addition, assigning the required action to the relevant person in tasks involving more than one team also contributes to the effective division of labor.
Facilitating the adaptation process of employees helps strengthen employer brand perception, which will positively affect turnover in the long run.