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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.

Why Cornerstone

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."

The Results

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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Teach for America: Reaching 11,000 corps members with key training

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Teach for America: Reaching 11,000 corps members with key training

Why Cornerstone In 2008, TFA began the search for a learning management system that would allow the organization to reduce labor-intensive, in-person training, yet still deliver high quality learning opportunities. Cornerstone OnDemand as a software-as-a-service (SaaS) solution was a key factor in the selection process; SaaS would ensure development opportunities could be accessed anytime, anywhere. TFA applied to be a strategic partner with the Cornerstone OnDemand Foundation and received the software and services at no cost for two years. In 2010, TFA continued with Cornerstone at a reduced cost. "we greatly appreciate the generosity of the Cornerstone Foundation. It allows us to create more opportunities for learning and development, as well as better serve our growing number of teachers and staff," said Kris Gamache, managing director, learning systems, Teach for America. In addition to using Cornerstone Learning for providing supplemental online training to enhance classroom performance, TFA has expanded usage to include delivering training before new corps members are deployed. "Engaging new teachers with training seven months ahead of deployment has been very gratifying. It's made a difference for many regions." The Results Met requirements for compliance. As a national nonprofit, TFA must continually ensure they are exemplary stewards of public and private funds. "We are accountable to our funders and to our communities," said Gamache. "Cornerstone makes it easier for us to meet and report some of our governmental and legal requirements." Saved time and improve efficiency. Since training can be accessed on-demand, and both travel and in-person training hours have been reduced, corps members and staff have more flexibility in their focus on TFA's mission: helping to eliminate educational inequity. "We're always looking at what will have the biggest impact on the classroom and how we can make more of a difference. With Cornerstone, we are able to offer a suite of training and development for skill and knowledge building across a breadth of professional streams of work including staff as well as our teachers. The online format enables people to engage in the learning process on an individualized schedule, at their own pace, and doesn't require travel or convening. Our teachers and staff can configure their learning and development to take more effective and more meaningful actions in their work." Reached new corps members across the nation with key training. Cornerstone partners with TFA to deliver supplemental content to more than 5,000 corps members each year. In addition to the continuous coaching and support that new teachers receive from the organization, Cornerstone provides ongoing development opportunities. "We have to reach a lot of people every year with critical training and information, including new and existing corps members and alumni," said Gamache. "Cornerstone helps us save time and deliver a higher quality experience around learning. As Cornerstone scales with us, we're able to create a bigger impact by reaching more people."

3 Key Attributes of Holistic People Experience Design

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3 Key Attributes of Holistic People Experience Design

Your employees crave a work experience that’s uniquely personal, and where growth and development is rapid and continuous. At the same time, your organization needs to be ready to retrain and redeploy talent to remain competitive in rapidly shifting market conditions. The stakes are high. And yet historically, work design has centered on efficiency. The result is rigid structures and workflows that don’t meet employees’ needs or flex with fast-changing conditions. The good news is that effective practices around people experience design can drive significant impact for business, people, and innovation in an organization. In this webinar, Betsy Summers, Principal Analyst, Future of Work with Forrester Research, and Mike Bollinger, VP, Strategic Initiatives with Cornerstone, share how taking a more human and holistic approach to people experience design connects people with growth opportunities, and business goals with purpose. To help everyone achieve extraordinary outcomes — together.

One Housing One hundred percent completion drives performance and productivity

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One Housing One hundred percent completion drives performance and productivity

One Housing is a not-for-profit organization focused on helping people to live better by making a real positive difference to their lives. It provides housing, care, training and support services, which is all made possible through funding gained from buying and selling properties on the open market and other commercial projects. One Housing currently manages around 16,000 homes across London boroughs and the South East and cares for over 11,500 people. Since 2011, it has been responsible for building 1,500 new affordable homes and by 2019 it aims to have built 3,600 more. Its employees and their individual success are paramount to continuing to provide this high level of support and care and to helping achieve these goals. One Housing’s appraisal process involves many different aspects including a performance review, objective setting and personal development plan creation. This made achieving high completion and adoption rates very time consuming and required a huge amount of effort from HR, managers and employees. The Results Achieved full completion rate. One Housing reached its goal outlined by the Board, with the “2016 end of year appraisal” task attaining a 100% completion rate. Digitalized and improved appraisal process training. One Housing can focus on helping all employees at their point of need, with the right set of resources now being easily and readily available to everyone on one digital learning platform. The Cornerstone LMS includes tip sheets, videos, e-learning and guidance sheets covering every aspect of the appraisal process, from using the system, the appraisal meeting itself, how to make the most of that conversation, how to handle difficult conversations, setting objectives to establishing a personal development plan. Empowered employees to take charge. One Housing has empowered employees to take a more active role in their career development with clear, measurable goals, defined career paths and targeted development plans. Instead of being fully reliant on HR, other employees can now be responsible for supporting their colleagues and team members, and One Housing has been able to appoint people as ‘advocates’ to specifically take on this task. The Cornerstone LMS has also enabled managers to monitor teams’ completion rates in real time with access to a dashboard offering valuable data and insights to help ensure high-performers are recognized and rewarded – improving engagement and retention. Created a culture of continuous learning. Reinventing learning and development has helped create a culture of continuous learning at One Housing, with employees now finding answers and solutions to problems themselves, using the resources on offer or turning to their peers to figure things out. This all aids developing an engaged, collaborative and skilled workforce. Increased productivity and less lost admin time. Through utilizing the Cornerstone system, One Housing has been able to make the appraisal process much more efficient and greatly cut down on the time needing to be invested by HR – allowing them to focus on other more strategic business tasks. As managers have access to a dashboard, HR no longer needs to run reports and further hours of time have been saved by being able to avoid other unnecessary administration and training. People have been pushed to the forefront of HR’s focus instead.

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