Simplifying HR Workflows
SSA Group

Problem

The process for conducting background checks across Dayforce and HireRight was confusing for administrators and created frequent errors. These issues showed up in several ways:

  • Administrators often missed the step of ordering background checks correctly in Dayforce.

  • Many did not know they had to leave Dayforce and log into HireRight to review and resolve adverse results.

  • Some approved new hires with flagged background checks, creating compliance risks.

  • These errors delayed onboarding and frustrated new employees, who sometimes arrived on their first day unable to complete orientation because they were not properly entered into the system.

Context

SSA Group provides retail, admissions, and food and beverage services for cultural attractions such as zoos, aquariums, and museums. As part of these services, SSA manages all staffing and HR practices for front-line employees. Because many of these sites rely on large seasonal and part-time workforces, processing background checks quickly and accurately was critical to getting new hires onboarded and ready for their first day.

I designed plain-language lesson plans and e-learning modules that walked administrators through the Dayforce–HireRight software integration, reducing background check errors, strengthening compliance, and ensuring smoother onboarding for new hires.

My Work

To address these challenges, I created a clear and structured training experience that walked administrators through the entire workflow and highlighted where attention to detail mattered most.

  • Hands-On Testing: I was given testing access to both Dayforce and HireRight to walk through the workflow myself, identifying where administrators were most likely to miss steps.

  • Lesson Plan Development: I created lesson plans with one action per step, mirroring the UI exactly. I highlighted field names and buttons to match what admins saw on screen, and added short context sentences where details were often overlooked, such as clarifying that adverse flags must be resolved in HireRight before a candidate could be approved in Dayforce.

  • Storyboard Development: Translated the lesson plans into storyboards that outlined screen-by-screen flows, UI elements, and assessments using Microsoft PowerPoint. These served as the blueprint for how the course should look and feel.

  • E-Learning Development: Partnered with a developer who converted my storyboards into interactive e-learning modules in Articulate Storyline. I reviewed module drafts, suggested changes, and validated accuracy with SMEs before publishing.

Outcome

The final deliverable was a standardized e-learning course that replaced outdated, inconsistent training methods and provided a reliable learning experience. It included:

  • A self-paced e-learning course that administrators could complete on their own schedule, reducing the need for costly, time-consuming in-person sessions.

  • Screen-by-screen guidance with clear field names and buttons that matched the actual systems, making it easier for administrators to follow along.

  • Real-world examples that demonstrated the risks of missing steps and reinforced why accuracy was essential.

  • Built-in knowledge checks that confirmed administrators could complete the workflow, along with reporting features that allowed supervisors to track compliance.

Impact

The new e-learning course improved accuracy and accountability in background check processing. Supervisors reported a significant drop in errors, and administrators expressed greater confidence in handling flagged cases correctly. Onboarding delays decreased, compliance risks were reduced, and new hires were more consistently active in the system before their first day, resulting in a smoother hiring experience.

  • Screenshot of of lesson plan.

    Hiring Processes Lesson Plan

    This is an excerpt from the Hiring lesson plan that leads administrators through the background check ordering process. Each step mirrors the exact wording in Dayforce and HireRight, with bolded field names, numbered actions, and short context notes where administrators often missed details. This format made the workflow easier to follow, reduced missed steps, and gave administrators a reliable reference they could trust.

  • Screenshot of a lesson plan compliance callout.

    Compliance Callout

    This callout shows how I used short context notes to reinforce details that administrators often overlooked. In this example, flagged background checks had to be resolved directly in HireRight before a candidate could be moved forward in the hiring process. Highlighted reminders like this made compliance steps clear, reduced errors, and helped administrators complete hiring workflows accurately and with confidence.

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