The human resources department of a financial institution implemented a multi-component intervention to replace a paper-based hiring system. Organization-wide impacts included changes in the background check operations. To support changes, training was conducted and procedure manuals distributed. Turn time for background checks decreased, but a combination of factors may be responsible. Other metrics are either inconclusive or suggest a confounding variable, yet quality of work did not suffer was maintained. Desired system use was achieved, accompanied by improvements in time-to-fill, voluntary turnover, and quality of applicants. Considerations for analysis and challenges faced are discussed, along with suggestions for further clarification and improvements.
| Identifer | oai:union.ndltd.org:unt.edu/info:ark/67531/metadc9064 |
| Date | 08 1900 |
| Creators | Mallari, Alexander David |
| Contributors | Hyten, Cloyd, Ala'i-Rosales, Shahla, Vaidya, Manish |
| Publisher | University of North Texas |
| Source Sets | University of North Texas |
| Language | English |
| Detected Language | English |
| Type | Thesis or Dissertation |
| Format | Text |
| Rights | Public, Copyright, Mallari, Alexander David, Copyright is held by the author, unless otherwise noted. All rights reserved. |
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