Cornerstone OnDemand vs PiiQ by Cornerstone

• Custom email configuration allows us to communicate not only the expectations but help our team members understand what is asked of them. The ability to target messages based on completion of items allow team members to take the next steps and stay focused on their learning and development.
• Robust reporting - coupled with experienced LMS admins with excellent analytical skills, you can track progress with a high level of accuracy.
• We have a LinkedIn Learning integration which has been a grand slam, in less than a year we have over 10,000-course completions. I personally have developed a "thirst to learn" because of this tremendous partnership and the easy to access content on my mobile device.
• Custom Pages, we have over 50,000+ team members without company email and we use Custom pages as a Bulletin Board to layout all details for our career development program. This keeps our team members in the loop at all times.
• If you have a dynamic, talented team which I am fortunate to have, who is eager to use this LMS with an excellent attitude you can make a great impact on your organization and truly develop a culture of learning and accountability.

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• Enables employees to draft work goals and collaborate with their supervisors on a final version - improves mutual understanding right up front.
• Combines performance goal ratings with competency ratings and provides a blended score. Simplifies the goal weighting so you don't have to do any calculations.
• 9-box matrix provides useful definitions and descriptions so managers can prepare development notes or plans for individual employees.

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• It's an off the shelf package, so while you can add in custom fields (a big plus), it's very rigid in terms of how it is designed to be used. Not every company works in the same way, and I've found that a lot of the recruitment functionality is more suited to high level or blue chip hires, rather than seasonal or bulk hires.
• Specific issues we are having revolve around the references functionality. We ended up having to develop something in-house, as the system doesn't let you verify referee details o relationships prior to triggering the reference request. In addition, the form for capturing referee details only requests a name and email address. As a company working with children and young adults, we need to ensure the references we obtain are professional and tie in with a person's work history.
• The self-scheduling of interviews is a great feature, but it could be so much better. It's impossible to see what slots you have offered to someone, and it's also impossible to see what slots each recruiter has free. As such, you end up inviting people to book in an interview...only for them to discover that all the slots are already filled.
• Notifications. Generally, this is poor in Cornerstone. If, for example, a candidate requests alternative interview dates, there is no notification that goes to the recruiter or person who initially created the invite. Likewise, if you use the email functionality within Cornerstone (which we'd like to do, as this helps to maintain a full history) when a candidate replies to the email there is no easy way of knowing they have replied unless recruiters go into the user's profile. As a high volume recruiter, this just isn't workable.
• There are a number of other areas in the system that are 'OK' but with some development could be great. They include: Offer Letters, Editing/Deleting Data (if you want to update a field on an application form or delete a document you've uploaded...you need to put in a service request with Cornerstone), Reporting, and the overall 'bigger picture/ view' of a candidate and their application/work history.

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• Would be good to have have a virtual "top level" (eg board) user built in to allow senior execs without a direct manager to be able to be set up with KPIs instead of having to create a dummy user
• Reports have difficulty downloading if pop ups disabled or in some browser environments
• When competencies are updated while a cycle is open, any changes don't effect that open cycle but only future ones. Would be nice to be able to have the option to apply changes to existing "open" cycles

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• One of the main reasons we switched to Cornerstone OnDemand was to deliver video training seamlessly. Cornerstone OnDemand has been able to support most of the video training we do. This has allowed us a single source delivery point, lowering the costs of having multiple delivery providers for SCORM and non-SCORM compliant content.
• Cornerstone OnDemand is far more difficult to administer for our trainers. This has taken up more time from training operations. Cornerstone OnDemand takes approximately 20% more effort to maintain, enroll, and communicate with our users and regional support staff across our nine offices.
• Cornerstone OnDemand has a robust reporting system that is too difficult to use. We spend 65% more time getting reporting than we did with our previous LMS.

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• It's tool and it's only as good as the person wielding it. The investment in PiiQ was accompanied by a quarterly cadence and manager feedback training. We feel like our employees are given regular feedback and bonuses are tied to objective accomplishment.

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