Cornerstone OnDemand vs LinkedIn Learning (Lynda.com)

• 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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• Industry expert authors/instructors - you're learning from people with pedigree.
• Breadth and depth of catalog - not only is there a wide range of topics and disciplines, but there are frequently several levels of depth within each (eg. Beginner, Intermediate, Advanced).
• Time needed to complete each course AND each section of a course are included - you know what you're getting into from the first click.

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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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• Different results depending on each person's learning style or each expert's teaching style. Like in school, not all matchups will be beneficial and totally, completely informational.
• Sometimes the videos can be long, which means it can be easy to get distracted/not pay attention. Sometimes long videos are warranted, sometimes they're not. Lynda is best for candidates with the self-discipline to stay committed.

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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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• ROI has been positive. I've needed to know how to use an application, and lynda.com has helped me develop my skills. I know more after taking a lynda.com course than I did before it. That increase in knowledge and skills translates into greater productivity.
• To be fair, I've never paid for a lynda.com license. I've used the licenses of former employers, and our public library has licensing deals with lynda.com for patrons. Since I have $0 invested in lynda.com, any knowledge gains represent a significant ROI.

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