Customer Story



Webhelp builds on Cornerstone TalentLink to implement comprehensive recruitment solution.

Making business more human – that’s Webhelp’s mission.

By committing to make business more human, Webhelp undertakes to increase customer satisfaction and to develop business solutions that add value to even the most successful companies in the world. As a strong partner to its customers, Webhelp offers a wide range of services from customer experience solutions through social media support to payment management. Hundreds of brands place their trust in Webhelp on account of its people, its corporate culture, its innovative capacity and its technologies. With Webhelp, they benefit from the commitment and experience of over 60,000 game changers in more than 140 locations in 35 countries. Webhelp is the European market leader in its industry and has its sights set on global leadership. For queries or more information, please contact Webhelp directly at +49 (0) 91193390 or

At a glance: The benefits of Cornerstone TalentLink for Webhelp

  • Personalised recruitment processes: Tailored workflows for applications
  • Talent at a glance: Extensive reporting options
  • All-important data protection: Definition of user rights

Focus on talent: Webhelp’s need for a comprehensive recruitment solution

Before Webhelp decided to go with Cornerstone TalentLink, the company relied on distributed recruitment solutions. After acquiring a Group company that was using a standalone tool, Webhelp deployed multiple recruitment tools in parallel. These offered very limited functionality, however. Anything that went beyond contacting applicants, assigning status and publishing offers or rejections was simply not possible with the old system. The tool did not allow Webhelp to define its own application workflows, assign specific user rights to HR managers or create comprehensive reports. The capabilities of the solution clearly fell short of Webhelp’s requirements.

HR management at Webhelp also knew that the only way to attract the best talent is to offer applicants an appealing recruitment process that is tailored to each candidate’s needs. This called for a tool that not only placed the talent centre stage, but also met the company’s wide-ranging requirements. During their search for an appropriate solution for Germany, Austria and Switzerland, Webhelp learned about the positive results other regions had experienced with TalentLink. In the UK and South Africa, for example, Webhelp had already been using Cornerstone solutions with great success, contributing to both recruitment personalisation and workflow efficiency.


Webhelp has been using Cornerstone TalentLink in the German-speaking countries of Europe since August 2019. In order to implement the solution, the Webhelp project team established a roll-out roadmap together with Cornerstone. Firstly, the new and rich software functionality was presented to employees through workshops and internal training sessions. “Many of us were not initially aware of just how many options TalentLink offers. The workshops really helped us to get to know the extensive tools and familiarise ourselves with the new software. Cornerstone provided excellent support during this time,” affirms Lisa Trümper, Regional HR Manager Recruiting at Webhelp.

The new functions benefit both the applicants and the company. On the one hand, Cornerstone TalentLink allows Webhelp to make its offering more personalised. The company can now assign specific user rights to every recruiter, which means that employees are able to view the applicant information that is relevant to them in accordance with their role and responsibilities.

The high degree of personalisation that Cornerstone TalentLink offers extends to the many recruiting and onboarding workflows that can be defined. For example, HR managers can decide which steps should be included in an application process. This allows Webhelp to align the workflow with actual needs and ensure that talent is always selected in accordance with comparable standards. Companies can therefore tailor the recruitment structures to the applicants and adapt them if need be. “Before we could only click on offers or rejections – now TalentLink allows us to accompany the talent throughout the recruitment process. This allows us to engage with applicants and new employees on a personalised basis,” continues Trümper. Companies that want to specifically develop and motivate talent and build loyalty to the company over time must be able to respond to individual wishes and career path aspirations.

The comprehensive reporting functions are particularly valuable for Webhelp. They help the HR managers maintain an overview of the applications received and track the status of talent. This makes it easy for them to see which step of the recruitment process an applicant has reached at any given time. And since TalentLink provides feedback reminders, the solution ensures that no steps are missed and that contact with the talent is maintained. At the end of the day, all applicants will have been offered an optimum candidate experience.


Once the Webhelp HR managers had become familiar with Cornerstone TalentLink, they were delighted with the range of functions and options enabled by the new solution. The comprehensive reporting tools make it much easier to track many different applicants and their current status. By defining their own application workflows, recruiters can offer their talent an application process that is tailored to their needs and clearly differentiates Webhelp from the competition. As a result, applicants can look forward to a positive candidate experience from the get-go and managers find it easier to source the best talent and build long-term loyalty to the company.

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15 Tried and Tested Competency-based Interview Questions


15 Tried and Tested Competency-based Interview Questions

Creating a meaningful competency framework or model is about identifying the key abilities required to improve performance and achieve success. It's why competency management touches many different talent management processes, including talent acquisition. And when it comes to assessing whether a job candidate has the competencies that align with your organization's needs, competency-based interview questions can really help. For example, if your company's life blood is its focus on customer support, then you better make sure that the candidates you are assessing possess the kind of skills required to deliver outstanding customer service and support. The same principle applies for other competencies that might be core to your company's success such as innovation, collaboration, or adaptability. 15 Real-World Examples of Competency-Based Interview Questions We recently asked our customers to share some examples of competency-based interview questions that they've used to predict the future performance of a candidate. Here are 15 questions they shared with us. Customer Orientation What was your most challenging customer service moment, and how did you make the customer satisfied that they'd been heard? Please share an example of when you went above and beyond for a customer. Initiating Action Talk to me about a time when you initiated a people process or program that was successful in your organization. Why did you believe your organization needed the program and what steps did you take to initiate and develop the program? Continuous Learning Tell me about a time you created an error. Tell me what you learned. What was your last work related mistake? What did you do after the mistake? What could have been done to prevent the mistake? What did you put in place, if anything, to avoid making that mistake again? Have you ever championed a process or a program that failed to take hold in the organization? What steps did you take, and how would you change your approach the next time so that your organization would integrate the initiative? Adaptability Tell me about a time when you were faced with a challenge and you were unable to meet the deliverable. Tell me about a time when you were working on a project and things did not go as planned. How did you complete that project? What have you done when you have run into significant obstacles or barriers that were blocking you from what you were trying to accomplish? Give a specific example that captures your approach. Collaborating and Valuing Difference Please describe the most recent thing you have done at work that demonstrated your willingness to work with others. In order to create a spirit of teamwork and unity, how do you show appreciation for diverse backgrounds and talents of others? Tell me about a time when working as part of a team seemed like a challenge and how you overcame the obstacles. Stress Tolerance Describe a project that had a lot of moving parts and how you handled it. What was the most difficult day EVER on the job (can be any job you've had), why was it the most difficult day and how did you handle it? Operational Decision-Making Tell me about a time when you did not have all of the information you needed to complete an assignment or project. How did you proceed? A big thank you to our customers who are always so generous with their experience and expertise. In particular, to the following customers whose questions were used in this article: Aircastle Advisor Bank of Queensland Builders Mutual Insurance Company CGB Enterprises ECI H.O. Penn Machinery Co. Kershaw Health, Killian Construction Co. Mag Pellet Richland County Public Library SGT Inc. Solix Inc. Southern Careers Institute Southern Management Corporation Swope Health Services


Blog Post


It is becoming a great tradition to tell the stories of some of our amazing team members in the blogs under the umbrella “Profile of the month”. We kicked off with Sarah Spence, sharing with you all her incredible successes within the business. After that we had Gary Evans who spoke up about gender balance and how he manages modern challenges as a team manager. And now, I am delighted to introduce you to Andrea Sennett, Senior Content Partner Manager, EMEA, who has been part of the Cornerstone family since 2013. Hope you enjoy this conversation between Andrea and myself. I’m responsible for… acquiring new partners in the content ecosystem and ongoing management of our Content ecosystem in EMEA. I got here… thanks to Gary Evans! He used to be my client in the olden days when I was at Thomson NETg and he was at Direct Line (20 years ago!). He pinged me an email on LinkedIn pretty much 7 years ago and you know the rest! My typical day… it’s so diverse. I can be talking to potential new partners, handling pricing negotiations with our partner network, speaking to internal teams about what we offer, working with Content Operations’ to get partners ready for sale or presenting to clients! Not one day is the same as the next and that’s what I love about it! My most memorable moment… shaking Princess Diana’s hand as she opened a hospice when I was 11 years old and went to see her with school. Closely followed by sitting less than 5 meters way from Bill Clinton at a charitable dinner. The worst and best part of the job… honestly, I adore my role here. As naff as it sounds… I am going to say the worst part is having to use Salesforce! Clearly the best part to me are the people. Pretty much everyone I work with internally and externally are simply awesome. My funniest/worst and best trait… my dislike of bad manners 😊 and I am not afraid to tell someone when they have been rude! My best trait is tenacity and willing to have a voice. Watching Adam Grant I realised why I am so very often underestimated… I am a ‘Disagreeable Giver’ and proud to be one! How come you’re so good at giving presentations? I know what I don’t want to listen to, and I try not to put others through it!! People buy from people and even though I am not in direct sales that fact has always stuck in my mind. I work to understand my audience and aspire to never read a deck, only have it as a background filler! I like to tell a story. Why do you think W@C is an important network? I was told early in my career: “You need to realise life isn’t fair”… My response, “It doesn’t mean I can’t aspire for fairness!”. At the time, that moment taught me that speaking out like that was actually a career limiting move for me! Fairness in my mind comes from the heart of everything in life, not just being female. To have a network like W@C that I can be part of to channel that voice and progression towards fairness gives us a collective voice and helps us to be heard. If you want to join the Cornerstone family, check out our careers page and apply for your dream job today!

2019 Nucleus Research talent management value matrix


2019 Nucleus Research talent management value matrix

As organization's look for new and better ways to engage their employees, foster cultures of continuous learning and development, and build agile workforces of the future - technology certainly plays a big role. But evaluating talent management technology providers can be challenging. Who will deliver the most value for your investment? Cornerstone named a talent management technology "leader" In the 2019 Value Matrix, Nucleus has assessed select talent management vendors based on their product usability and functionality as well as the value that customers realize from the capabilities of the product. "Cornerstone OnDemand continues to be a “one stop shop” application for all facets of talent management." Investments in machine learning and predictive analytics have contributed to Cornerstone's leadership position in the 2019 Value Matrix. The use of machine learning allows the Cornerstone clients to regularly analyze employee information and learning activity so that they can deliver relevant content aligned to personalized learning journeys based on platform recommendations. You can that see Saba Software, who Cornerstone acquired in April of 2020, is also placed in the “Leader” quadrant, further solidifying our place as an industry leader and value-packed solution provider. Download the report and see why Cornerstone was cited as the top leader for both usability and functionality in the 2019 Talent Management Technology Value Matrix!

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