Recruiting & Onboarding First Looks - Oct. 16
1 like11,851 views
This presentation discusses upcoming enhancements to Cornerstone's onboarding and recruiting features. Key updates include allowing offer letter approvals directly from the universal profile and hiring dashboard, adding an interviews widget to the hiring dashboard, enabling multiple locations on requisitions, allowing applicants to apply without an account, customizing requisition field access, enhancing internal job search, and creating custom applicant sources. The presentation provides overviews and use cases for each new feature.
Recruiting & Onboarding First Looks - Oct. 16
- 1. First Looks: Onboarding and Recruiting • Offer Letter Approvals in UP • Offer Letter Approvals in Hiring Dashboard • Hiring Dashboard Interviews Widget • Multiple Locations on a Requisition • Apply as Guest • Requisition Field Level Access • Internal Job Search Enhancements • Applicant Sources 4
- 2. This presentation includes forward-looking statements. In this presentation, the words “believe,” “may,” “will,” “estimate,” “continue,” “anticipate,” “intend,” “expect,” “predict,” “potential” and similar expressions, as they relate to Cornerstone OnDemand, Inc. (“Cornerstone OnDemand” or the “Company”), business and management, are intended to identify forward-looking statements. In light of the risks and uncertainties outlined below, the future events, circumstances, and functionality discussed in this presentation may not occur, and actual results could differ materially from those anticipated or implied in the forward-looking statements. The Company has based these forward-looking statements largely on its current expectations and projections about future events and financial trends affecting its business. Forward-looking statements should not be read as guarantees of future performance or results, and will not necessarily be accurate indications of the times at, or by, which such performance or results will be achieved. Forward-looking statements are based on information available at the date of this presentation and management’s good faith belief as of such date with respect to future events, and are subject to risks and uncertainties that could cause actual performance or results to differ materially from those expressed in or suggested by the forward-looking statements. Important factors that could cause such differences include, but are not limited to: the Company’s ability to attract new clients to enter into subscriptions for its solution; the Company’s ability to service those clients effectively and induce them to renew and upgrade their deployments of the Company’s solution; the Company’s ability to expand its sales organization to address effectively the new industries, geographies and types of organizations the Company intends to target; the Company’s ability to accurately forecast revenue and appropriately plan its expenses; market acceptance of enhanced solutions, alternate ways of addressing learning and talent management needs or new technologies generally by the Company and its competitors; continued acceptance of SaaS as an effective method for delivering learning and talent management solutions and other business management applications; the attraction and retention of qualified employees and key personnel; the Company’s ability to protect and defend its intellectual property; costs associated with defending intellectual property infringement and other claims; events in the markets for the Company’s solution and alternatives to the Company’s solution, as well as in the United States and global markets generally; future regulatory, judicial and legislative changes affecting the Company’s industry; changes in the competitive environment in the Company’s industry and the markets in which the Company operates; and other factors discussed under “Risk Factors ” and “Management’s Discussion and Analysis of Financial Condition and Results of Operations” in the registration statement for the Company’s recently completed initial public offering and the Company’s periodic reports filed with the Securities and Exchange Commission (the “SEC”). Forward-looking statements speak only as of the date of this presentation. You should not put undue reliance on any forward-looking statement. The Company assumes no obligation to update any forward-looking statements to reflect actual results, changes in assumptions or changes in other factors affecting future performance or results, except to the extent required by applicable laws. If the Company updates one or more forward-looking statements, no inference should be drawn that it will make additional updates with respect to those or other forward-looking statements. Any unreleased services or features referenced in this or other documents or public statements are not currently GENERALLY available and may not be delivered on time or at all. Customers who purchase Cornerstone OnDemand applications should make their purchase decisions based upon features that are currently available. Safe Harbor 2
- 3. Offer Letter Approvals in Universal Profile - Actions
- 4. Offer Letter Approvals in UP - Actions • Recruiters and Hiring Managers can approve or deny Offer Letters directly from the Universal Profile Actions (Requests) page. Easily Approve or Deny Offer Letter Users can click on icon to review Offer Letter User Path: Universal Profile > Actions > Requests Client-Driven
- 5. Offer Letter Approvals in UP – Actions Enablement • Permissions: No new permissions. • Contact to Enable: Automatically enabled. Users with access to “Request Items – View” permission will see Offer Letters in UP. • Use Case: Rachel is a Recruiter who has multiple Offer Letters to review. While she’s in the Universal Profile performing actions under the Requests tab, she sees that she needs to approve some offer letters that Summer, a Hiring Manager, has initiated. Rachel can easily review and approve or deny the Offer Letters. • Impacted Areas: • Hiring Dashboard • Recruiting Approvals Page Client-Driven
- 6. Offer Letter Approvals in Hiring Dashboard
- 7. Offer Letter Approvals in Hiring Dashboard • Recruiters and Hiring Managers can approve or deny Offer Letters directly from the Hiring Dashboard. Users can click on icon to review Offer Letter Easily Approve or Deny Offer Letter User Path: Recruit > Hiring Dashboard
- 8. Offer Letter Approvals in Hiring Dashboard Enablement • Permissions: No new permissions. • Contact to Enable: Automatically enabled. Users with access to “Request Items – View” and “Hiring Dashboard: Manage” permissions will see Offer Letter approvals. • Use Case: Rachel is a Recruiter who has multiple Offer Letters to review. While she’s in the Hiring Dashboard, she sees that she needs to approve some offer letters that Summer, a Hiring Manager, has initiated. Rachel can easily review and approve or deny the Offer Letters. • Impacted Areas: • Universal Profile Actions > Requests • Recruiting Approvals Page
- 10. Hiring Dashboard Interviews Widget • Hiring Managers and Recruiters can now view interview feedback, view and/or accept interview requests, and view upcoming interviews all from the Hiring Dashboard. User Path: Recruiting tab > Hiring Dashboard 3 new widgets added to the header for a quick look New Interview Widget on the right of Hiring Dashboard
- 11. Hiring Dashboard Interviews Widget Enablement • Permissions: No new permissions. • Contact to Enable: Automatically enabled. Users with access to Hiring Dashboard and Interviews will see Interviews Widget. • Use Case: Rachel is a manager who has open requisitions to fill multiple positions on her team. She goes to the Hiring Dashboard in order to check the Interview status of her open requisitions. From the interview widget, she can see recent Interview Feedback, Interview Requests, and upcoming Interviews. • Impacted Areas: • Hiring Dashboard • Interview Manager
- 12. Multiple Locations on a Requisition
- 13. Multiple Locations on a Requisition (Admin View) • Recruiters can enter multiple location OUs to a single requisition during the requisition creation process. Add a single Primary Location and multiple Additional Locations on the Requisition User Path: Recruit > Manage Requisition • Options > Add Requisition • Edit Requisition Client-Driven
- 14. Multiple Locations on a Requisition (End User View) • Allow applicants to search for one or more of the locations on the career site in order to find the requisition and apply to it. Joining the pool of applicants who may have applied from other locations. User can search and apply for requisition tied to multiple locations When “More” is selected, pop-up appears showing all locations user will be considered for Client-Driven
- 15. Multiple Locations on a Requisition Enablement • Permissions: No new permissions. • Contact to Enable: Automatically enabled for administrators with access to create/edit a requisition. • Use Case: Veronica, a Recruiter at Acme Corporation, is a Requisition Owner for the North America Business Analyst requisition. She needs to post the requisition in several cities in the US so that prospective applicants can find the requisition when they do a location search. Rather than spend time creating multiple parent-child requisitions and managing multiple applicant pools, she wants to post one requisition with multiple locations so that all applicants for this position are in the same pool. • Impacted Areas: • See Release Notes/Online Help for full list of Impacted Areas Client-Driven
- 16. Apply as Guest
- 17. Apply as Guest (Admin View) • Configure Career Sites to enable “Apply as Guest”, which will give applicants the ability to submit an application without creating a profile first. Admin Path: Admin > Tools > Recruit > Career Site • Add Career Site • Edit Career Site
- 18. Apply as Guest (End User View) Applicant’s brought to first page of application when they apply even without a profile User can create a password to automatically create a profile. Email Address is used as Username
- 19. Apply as Guest Enablement • Permissions: No new permissions. • Contact to Enable: Automatically enabled for administrators with access to create/edit a Career Site. • Use Case: Terrance is the Recruiting BPO for Acme Corporation, a restaurant chain. Acme Corporation is expanding and will be opening new restaurant locations in the early fall and needs the new locations to be fully staffed in time for targeted opening dates. To accomplish the aggressive hiring goals Terrance knows that the application experience has be straightforward and simple to complete. To provide an experience with the least amount of friction, Terrance configures his career site to use the Apply as Guest functionality to give applicants the ability to apply without having to create a profile. • Impacted Areas: • Career Site Settings • Job Details Page • Application Workflow (Applicant Perspective)
- 20. Requisition Field Level Access
- 21. Requisition Field Level Access • Admins can configure more granular requisition field- level access for their hiring roles to determine which roles can edit, read-only or not see specific fields on requisitions. New section in “Requisition and Applicant Preferences” page Determine Role access for specific fields Admin Path: Admin > Tools > Recruit > Requisition and Applicant Preferences
- 22. Requisition Field Level Access Enablement • Permissions: No new permissions. • Contact to Enable: Automatically enabled for administrators with access to “Requisition and Applicant Preferences” page. • Use Case: Veronica is a Hiring Manager and is also an Approver on the approval workflow for a Business Associate requisition that she requested. She only needs to have access to certain fields that she cares about when reviewing her requisition before and after it is posted. The system administrator has configured the requisitions to only reflect those fields. • Impacted Areas: • Requisition and Applicant Preferences • Edit Requisition • Viewing Requisition during Requisition Approvals
- 24. Internal Job Search Enhancements • Internal users can search for open jobs in a new tab called “Explore Open Jobs” and immediately see open jobs that match their search criteria without having to click through positions. Previous “Search Other Jobs” tab renamed to “Search Other Positions” New “Explore Open Jobs” tab User Path: • Succession > Career Center • Recruit > Career Center Client-Driven
- 25. Internal Job Search Enhancements Enablement • Permissions: No new permissions. • Contact to Enable: When Career Center is enabled; “Search Open Jobs” tab enabled by default for Recruiting clients. Renamed “Search Other Positions” tab enabled by default for Succession clients. • Use Case: Jessica is an employee at Acme Corporation. She’s interested in exploring a new career path in technology. She navigates to the new “Explore Open Jobs” tab in the Career Center to see what jobs are open at Acme Corporation so she can start applying to jobs in technology. She thinks she will be great at being a QA Analyst since she already knows a lot of functionality. Jessica searches for the keyword “QA” in the Search Open Jobs tab and sees a list of open jobs related to QA. Jessica is curious what other positions there are in technology. She navigates to the “Search Other Positions” tab to learn more about the other types of positions in technology at Acme Corporation. • Impacted Areas: • Search Other Jobs • Bio Resume and Career Preferences Client-Driven
- 27. Applicant Sources • Generate custom source URLs to use when placing job postings on external sites and boards, so that the applicant's recruiting source is properly captured. New Applicant Sources page Easily create new Sources Admin Path: • Admin > Tools > Recruit > Applicant Sources Client-Driven
- 28. Applicant Sources Enablement • Permissions: • Applicant Sources – Manage: Grants access to manage Applicant Sources. • Contact to Enable: New Permission is automatically distributed to “Recruiting – Admin” Security Role. • Use Case: Jessica is a Recruiting Manager and Administrator at Acme Corporation. She wants her team of recruiters to try posting engineering jobs on Github to attract more engineers to apply to Acme Corporation. Jessica doesn’t want her team to create and maintain a separate Career Site just to track the source of applicants from GitHub. Instead, she goes into Applicant Sources and adds a GitHub source and generates a URL parameter that she can then notify her Recruiters to append at the end of the URLs for jobs posted in GitHub. Jessica and her Recruiting team will be able to see the applicant source indicate GitHub for applicants who apply via the URLs that had the GitHub URL parameter appended. • Impacted Areas: • New page under Recruit > Sourcing Client-Driven
- 29. Thank You!