Year Up: Building a Talent Pipeline & Eliminating Duplication of Work
Every year, Year Up provides crucial job resources to more than 2,100 low-income students across 11 locations. Eighty-five percent of Year Up graduates are employed or attending college full-time within four months of program completion.
To meet increasing demand for services, Year Up is growing its employee base. “We’re introducing new business streams. We’re doubling employee size,” said Cheryl Carey, director of application operations and advancement at Year Up. “That’s a scary step for a young organization, especially as we knew our existing talent management systems didn’t have a strong enough infrastructure to grow with us.”
Recruiting was especially problematic. “Talent moves quickly. We were so slow. Everything was done in email or talks in the hallway, which reduced recruiting to a snail’s pace and left us without a strong talent pool,” said Carey. Onboarding was also tedious, with hiring managers distributing new hire packages manually to accommodate different state requirements.
Year Up reviewed a number of different talent management platforms prior to choosing Cornerstone OnDemand's unified talent management platform. "What drew us to Cornerstone? It's easy. We wanted to bring that same quality of care, knowledge, development and engagement that we bring to our student to our employees. Cornerstone's administration is clear. It's growing. They're continually updating based on the market's pulse," said Cheryl Carey, director of application operations and advancement at Year Up. "We also wanted a true partner. The partnership we have with Cornerstone has been nothing short of phenomenal. They're an extension of our team."
As a Cornerstone OnDemand Foundation Strategic Partner, Year Up received access to capacity-building resources and HR consulting. "The opportunity to work with the Foundation was a big plus," said Carey. "They guided us through revising our talent management process, including recruiting and performance management; connected us with other business partners; and allowed us to learn from others. We meet with the Foundation at a minimum once a month. It's been the perfect solution in helping us get ready for growth."
Built a true talent pipeline. With Cornerstone Recruiting, Year Up is building a robust talent pipeline designed to meet short-term and long-term talent needs — and ensure they can compete with the private sector for top candidates. "Cornerstone Recruiting allows us to move more quickly. We're more competitive for talent, and we're clear on what skills we need and when," said Carey.
Eliminated duplication of work. As a nonprofit, demonstrating excellent stewardship of donor funds is crucial to the organization's longevity. Previously, Year Up's recruiting process involved tremendous duplication of work — unavoidable yet still a waste of precious resources. "We used to have two people doing the same type of thing," said Carey. "With Cornerstone Recruiting, we've eliminated duplication of work for our hiring managers. It's so much more efficient, and as a result, our hiring managers are more engaged."
Engaged new hires before day one. Launching Cornerstone Onboarding gave Year Up the ability to streamline and automate the onboarding process, from distributing paperwork to pushing out training. "With Cornerstone Onboarding, we're engaging new hires in training right away. That's a big win for us. It allows us to bring our candidates to an employee state faster. It's also reduced the time number of tasks the hiring manager has to do to onboard an employee," said Carey. "we use the email communication library to engage new hires. We can give them direction so that they are clear on what they have to do on their first day."
Year Up can also effortlessly deliver different onboarding packages. "Our new hire packets vary by state. It used to be such a manual process, and we had an issue getting new hire paperwork done on time. With Onboarding, we've really streamlined getting the right information into employee's hands."
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CGL: Improving learning and performance capability through advanced digital solutions
Communities often need help when their quality of life is affected by crime. Homelessness, drugs, alcohol and domestic abuse all have an impact on the local area and this is where the CGL (Change, Grow, Live – formerly known as CRI) steps in. Every year, more than 120,000 people across England and Wales receive assistance to get back on their feet. At CGL, full-time staff and volunteers work to encourage and motivate people to take control of their lives. CGL now has more than 3,000 staff and 1,000 volunteers in more than 160 regional centers. With so many employees across a wide region, keeping track of their progress was proving to be difficult. Previously, there were instances where notes were lost, handwriting was illegible, copies were not being shared, and many of the action points from the meetings were missed. CGL knew they had to address this by empowering its employees and volunteers by implementing a unified talent management solution. Why Cornerstone To overcome its reliance on paper-based records, CGL decided it had to go digital. It chose the talent management tools from Cornerstone OnDemand, selecting Cornerstone Learning and Cornerstone Performance solutions. The solutions enabled CGL to standardise its recordkeeping across the organisation. What happened in one office needed to be replicated in another, even if it is hundreds of miles away. So, for the first time, the performance management process was exactly the same across the country. Through Cornerstone, CGL now has the ability to deliver, track, view and report on all learning and development progress across the organisation. In turn, it brings unity and consistency to all its training modules. Furthermore, through Cornerstone’s cloud-based talent management software, CGL was able to empower its employees and volunteers through learning and development, as well as foster a more aligned performance management process throughout the organisation. The sharing of best practices developed a powerful team of employees and volunteers that could provide the best possible service to those that CGL works with. Results Created central access to learning. Cornerstone has provided CGL with central access to learning and development from any device. It has revolutionised the way that CGL is able to quality assure and monitor both individual and overall service performance. Improved Customer satisfaction. Sandra Eden, Development Manager at CGL in the Midlands, said “Quality performance reviews contribute to positive outcomes and achievements, improved staff engagement and customer and stakeholder satisfaction. The quantitative and qualitative detail driving everything that we do is now easily accessible at the click of a button.” Standardised performance reviews. CGL constructed a thorough marketing plan to prepare for the roll out of the new system across its workforce. With tailored emails outlining clear benefits – both from a line manager’s perspective and frontline perspective, uptake in the first week was 15 percent. So far, just a few months after rolling out the service, 1,791 performance reviews have been created across CGL. Increased employee and volunteer engagement. The newly introduced Welcome Page on the training site has had an immediate impact. An internal Stonewall diversity survey generated only 17 respondents prior to using Cornerstone; three days after a message and link were posted on the new hosting site, the number of respondents rose to 82 – a 482 percent increase. Kevin Crowley, Executive Director – Quality, Governance and Innovation at CGL values the visibility he has over the organisation. He said, “Using Cornerstone to bring performance development online has really given us a powerful tool to more closely align learning with performance and ensure our staff has the necessary skills and knowledge to provide the best possible service to those we work with. We have been able to build up a national picture of our strengths, and can identify and share good practice to ensure continuous improvement across the organisation.”
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Citadele: Investing in a culture of learning and individual performance management
Citadele Group is an innovative, full-service financial group for both private individuals and companies. The Group offers a complete portfolio of banking, financial and private capital management services in the Baltic states. Citadele’s mission is to provide more opportunities to its clients by redefining modern banking – it aims to change the meaning of current financial business with innovations and an outstanding client experience beyond the formal frame. With the goal of becoming the Baltic banking champion, Citadele offers multiple career paths and a variety of professional development opportunities for all its employees. Our new path towards ambitious and modern goals also demands a change within our employees’ learning and performance tracking model. Improved tools and solutions are needed to streamline Citadele’s employee progression processes across 37 offices. Why Cornerstone? Recognising that employees are its most valuable asset, Citadele made sure that employees are the top priority in the process of change. Bearing this in mind, Citadele had three key requirements during the search for its talent management solution: the system needed to be easy-to-use; it needed to have the option to involve employees in individual goal-setting; and it needed to track feedback on an ongoing basis and provide tracking for necessary compliance training. The system also needed to feature engaging and motivating content to help Citadele boost talent retention rates. After considering 20 other vendors, Citadele chose Cornerstone OnDemand as it ticked all the required boxes in terms of being both an established SaaS platform and a well-developed system that adhered to all of Citadele’s needs. After considering 20 other vendors, Citadele chose Cornerstone OnDemand as it ticked all the required boxes in terms of being both an established SaaS platform and a well-developed system that adhered to all of Citadele’s needs. The Results Increased productivity. Since implementing Cornerstone Performance, Citadele has seen an improvement in its employees’ performance. The simplified goal-setting, monitoring and continuous feedback system means that employees feel more confident and more motivated at work. That in turn has led to increased productivity levels. According to Citadele’s recent feedback survey, more than 95% of employees expressed satisfaction with the system. Streamlined performance processes. Before Cornerstone, all records regarding employees’ career, training, obligatory certifications and performance appraisals had to be integrated manually. With Cornerstone Performance, managers now receive detailed analytics at the click of a button, meaning that employee goals, training activities and tracking have become optimised and tailored to employees’ needs. Enhanced employer reputation. Citadele strives for the status of best employer in the Baltic region. Partnering with Cornerstone has helped Citadele to attract and retain even more talent in the industry Full compliance visibility. Compliance training was one of the key requirements for Citadele. Since implementing the Cornerstone e-learning module, the company is now confident that all its employees have the necessary training to meet the industry’s compliance requirements. Citadele is also able to successfully track completions in order to meet deadlines. Motivation and passion for learning. Implementing Cornerstone Performance has helped Citadele to significantly raise the ambition and motivation of its employees. Necessary changes in individual performance management have pushed Citadele forward regarding its learning culture. Since then, the company has selected Cornerstone’s e-learning as its next module, in addition to the already launched Cornerstone’s Performance Appraisal System. This will allow each employee to choose their most convenient way to learn, integrating learning into their everyday work.