Tech & Innovation Blog
Life @ ADP: Wellness at ADP
Life @ ADP, Career Advice, What We Do
Wellness means different things to different people, and at ADP, we’re striving to create an environment where people can feel safe and supported.
Welcome back to Life@ADP Podcast Season Three Episode Two.
Have you had days when you felt it was difficult getting out of bed, not because you were lazy, but because mentally, it was tough? What about the times when you weren’t feeling well and still responded with “I’m good” to the question “How are you?”
May is ADP’s Month of Caring, and there arguably isn’t a better time to talk about mental health and how to care for yourself and others. We are delighted to have Amy F., Senior Director of Global HR, join us for this episode. She shares with us the importance of wellness at work and how ADP promotes it.
Amy F., Senior Director of Global HR
“Outside of my role as an HR leader, I am a mother, a daughter, and a spouse. There are many things happening in life that make me who I am as a person, and that person is connected to my work,” Amy said. “We need real conversations and real check-ins with people at work.”
Leaders and mentors at ADP understand wellness can mean different things to different people. That’s why we offer mental health resources and provide an environment where talking about mental health issues is okay.
“I’ve been with ADP for almost 28 years, and I stayed for the people and the culture,” Amy said. “Working for ADP has enabled me to do everything I want from a work perspective, but still allows me to be where I need to be.
Amy and her family
Amy also shared being open to connections at work is key to ensuring people have an environment where they can be themselves entirely. It is flexibility and culture that makes ADP a unique place to work.
Developing a culture of wellness starts with communication. When we talk about how we’re feeling and when team members take the initiative to be aware of each other’s needs, it sets the tone for everyone in the organization.
Who do you turn to when the going gets tough? Of course, our friends and family are always there to support us, but how about in the workplace? That’s why ADP also provides access to an employee assistance program (EAP), which gives employees confidential, professional support for a wide range of mental health issues, but that’s not all.
“We also offer new financial wellness sessions this year,” Amy said. “From student loans and personal debts to planning future retirement, we want to ensure that we’re leveraging the partnerships to help our associates be better.”
As we build a better workplace for everyone, let’s not forget that wellness is more than physical health. It’s also the mental and emotional state of being. Wellness means different things to different people, and at ADP, we’re striving to create an environment where people can feel safe and supported.
We hope this blog recap of our latest podcast episode was both informative and inspiring. Please stay tuned for the next episode of the Life@ADP Podcast. Thanks for reading!
Stay safe and healthy.
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music. Listen to the full episode here or on your preferred podcast player!
Interested in the unique culture and career opportunities at ADP?
Visit who we hire and our current openings.
Tech & Innovation Blog
Life @ ADP S3EP1: Talent Market Trends and What Candidates Want
Life @ ADP, Career Advice, What We Do
“Sometimes your career may feel like a ladder and sometimes like a jungle gym, and that’s okay.”
Season 3 Episode 1: Talent Market Trends and What Candidates Want
Welcome back to Life@ADP, the podcast that offers career advice and stories from our associates and recruiters around the globe. We’re thrilled to kick off season three with our first episode, featuring Tracy S. and Glenn D. from ADP’s Talent Acquisition.
Tracy has been with ADP for 15 years, leading recruitment worldwide in sales and marketing; Glenn joined in 2016, leading recruitment for executive leadership and tech talent.
In this episode, they join our hosts, Ingrid and Kate, to share their career journeys, offer advice for job seekers, and discuss how ADP helps businesses navigate the modern workplace. Listen to the full podcast episode here.
“Sometimes your career may feel like a ladder and sometimes like a jungle gym, and that’s okay,” Glenn said. “Don’t be afraid to take on new responsibilities, learn new things, and challenge your way of thinking.”
“Be your authentic self and ask questions that are meaningful to you,” Tracy said. “This is how you get the answers and determine if the career path matches you.”
ADP Talent Acquisition
Hearing from the Recruiters
Tracy and Glenn also shared the trends in the job market and what recruiters look for in candidates, highlighting the importance of adaptability, positivity, resilience, intellectual curiosity, and a collaborative attitude. They noted that candidates are looking for good company culture, mental health support, flexibility in their work, and career progression.
“You’re seeing a shift in the market where it’s candidate-driven,” Glenn said. “While compensation is a key factor, culture has become the most predominant thing.”
Recruiters ask themselves: How will the candidates leverage positive traits into this role? They found successful employees take the time to learn, grow, and care about others across the team.
“We have a culture of collaboration and innovation here,” Glenn said. “People bring their full selves to work.”
“ADP values integrity, respect, teamwork, and innovation,” Tracy said. “Supporting each other is what ADP is all about.”
We take pride in creating an environment for associates from all backgrounds, putting diversity and inclusion into practice.
Learning and Growing Together
Glenn notes that candidates are taking the time to research the company and its culture before they even come in for an interview and are looking for consistency between what they see online and what they experience in person.
“As a large company, what can we do to help? Some of it may be environmental work, and some may be helping the communities we serve,” Tracy said. “We celebrate historical events by connecting with communities and diving into associates’ stories.”
Associates are encouraged to join a Business Resource Group (BRG) that is personal to them. For example, ADP’s International Women’s Inclusion Network (iWIN) has a mission to engage, equip and empower women to achieve personal and professional success.
From building career workshops to celebrate their individuality through outreach programs like International Women’s Month, Black History Month, and Pride Month, ADP’s talent acquisition has meaningful conversations internally and encourages external learning opportunities.
“Associates come together and share their experiences on BRG events, networking and exchanging feedback,” Tracy said. “We make sure everyone feels welcomed and valued.”
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music. Listen to the full episode here or on your preferred podcast player!
Interested in the unique culture and career opportunities at ADP?
Visit who we hire and our current openings.
Tech & Innovation Blog
GPT Associates Win Big at +Hackathona PUCRS in Brazil
Diversity, Equity, and Inclusion
“Be creative and trust your solution. Always believe in your idea, work, and team’s dedication.”
GPT Associates Win Big at +Hackathona PUCRS in Brazil
ADP’s Global Hackathon is an exciting time for all ADP associates to be a part of hands-on innovation, no matter where they are. Hackathons serve as a way for participants to dive deep into their creative spirits and innovate in a start-up, sprint-like atmosphere. Beyond ADP, numerous hackathons cover a wide gamut of subjects. Two GPT associates recently shined, coming in second place, at the +Hackathona PUCRS, a 24-hour hackathon in Brazil’s Pontifical Catholic University of Rio Grande do Sul (PUCRS) University.
Manoella J., Associate Developer, and Waldyr S., Software Development Intern, partnered on an exciting top-of-mind topic for our products: accessibility. The theme of the event was creating a healthier and more accessible internet. The two focused on mental health and created a browser extension that identifies offensive words and replaces them with their definition, reframing context and reducing negative mental health impacts. We spoke with Manoella and Waldyr to learn more about their experiences participating in Hackathon.
Q: What encouraged you to sign up?
Manoella: I am a student who enjoys problem-solving at PUCRS, and I saw the event’s publicity. As someone who’s always looking for opportunities to innovate, I signed up!
Waldyr: My friends were interested in participating, and we got together to form a team. I hadn’t participated in a Hackathon before, so there was a lot of excitement (and anxiety!).
Q: What was the most difficult part? How did you overcome the challenges?
Manoella: The most challenging part was adapting the extension to change the word on external sites. To overcome this obstacle, we focused on researching bibliographies and collaborating with the IT community to find a possible solution.
Waldyr: Because it’s an extension, my team thought it would be easier, but we faced a few challenges. First, it wasn’t easy calling the API that identifies hate speech, and it was hard to know exactly which words we should replace. We also had to access the User Interface (UI) to send automatically for analysis, which took a large amount of time. We made sure to reach out for help from other developers, addressing the deeper issues. Some tools we used included AWS, Google Perspective API, Python, and JavaScript. My team was proud to develop a creative solution that doesn’t change the meaning of the sentences—but still makes sentences less negative for the users, creating a healthier web experience.
Manoella (third from the right) and Waldyr (second from the right) celebrate with their team.
Q: How did you feel when you heard that you won the challenge in second place?
Manoella: I was pleased and proud of our team. We worked hard for 24 hours to deliver a well-structured, efficient and viable project. It was great to get recognized for sure!
Waldyr: It was a surprise! Even though we believed in our solution, there are other teams that presented great ideas with great experiences as well. We’ve learned a lot connecting with everyone. On top of that, this was our first time participating in the Hackathon and our results exceeded my own expectations.
Q: How did ADP support your participation throughout the Hackathon?
Manoella: At ADP, I have daily contact with good development practices, code optimization, and code versioning—these helped maintain clean and well-presented code for our team. The Hackathon highlights the value of teamwork for me!
Waldyr: When I joined ADP, I learned about agile methodologies—we use them to organize and divide tasks. By understanding these methods at work, I brought what already knew to Hackathon. I’m grateful for all the support I’ve gotten along the way. Here we are, so glad to share our story with fellow associates!
Q: Participating in Hackathon can be intimidating. What advice do you have for future participants?
Manoella: Be creative and trust your solution. Creativity is essential to developing a solution that draws attention to your project. Always believe in your idea, work, and team’s dedication!
Waldyr: Everyone should try it at least once! It’s quite different from what I imagined, doing it with friends there for the same reason as you. We went to learn, have fun and meet new people—reaching second place was a bonus.
Congratulations again to Manoella and Waldyr!
Learn more about working at Brazil Labs and visit Who We Hire.
Podcast: ADP’s UX Leader on Data-Driven Design
Podcast: ADP’s UX Leader on Data-Driven Design
Transcript
Mark:
Welcome to PeopleTech, the podcast of the HCM Technology Report. I’m Mark Feffer. My guest today is Joe Kleinwaechter, the vice president of Global UX for ADP. Among other things, it’s his job to make data accessible and useful. So he’ll tell us about those efforts, about how you make use of tens of millions of records and whether analytics and HR deserves all the attention it gets, on this edition of People Tech.
Mark:
Hey Joe, it’s good to see you again. Could you tell me what you’re working on right now? ADP’s a big company, deal with a lot of data. You are basically in charge of helping people get access to the information. So what’s that translate to on the ground right now?
Joe:
On the ground, my job is a lot of questions. Asking lots of questions and trying to really understand. One of the greatest challenges with us as human beings is that we think we have a really good understanding of others and we only understand it through our lens. And so trying to dismiss that and constantly realize that people do things a lot differently than I do on a daily basis. So my job is to figure out when they need data, when they need access to something, why do they need it? What are they ultimately trying to do? Not necessarily, yeah, maybe they’re trying to get their pay slip, but why are they doing that? What’s the bigger picture?
Joe:
Because it’s in that understanding of what they’re actually trying to do and those emotional states they have, that I can maybe get them there quicker to the end, rather than through a series of steps such as this is the way you always get your pay slip. So I really focus a lot on trying to listen for things that don’t make sense to me or are cognitive dissonance to the way we think about the world.
Mark:
Do you have an example of that cognitive dissonance?
Joe:
Yeah. It’s funny. You think that, listen, if I wanted to pay in the old days, if I wanted to pay somebody, I would have to go to my wallet, give them money because that’s where the money was, in my wallet. And it was only until you realize later that the money was just there because that’s all we had. People didn’t want to have a wallet. People didn’t want to have money. They wanted to ultimately give something in exchange for something else. They didn’t even want to spend money. They wanted to go get a cup of coffee at Starbucks.
Joe:
And then Starbucks figures out guess what? If I have a card for you, I can keep on file for you, or I can know about you. I can maybe help you get there better, not just in paying for the money, but maybe there’s something else. Your favorites, your history. How you operate. Things that make you happier as a customer that maybe you didn’t think about when you pull out your wallet with your Starbucks case, $20 for my coffee. But at the same time, what were the other things along the way that maybe could have been easier for you? So in my job, it’s not just about how do I go and look at my pay. I got to figure out what are they really trying to do? Are they trying to figure out if they have enough money to pay something? Or better yet, maybe they have some ambitious goals to try to accomplish and I can help them along that way. And that’s exactly what we’re doing in wisely right now, in our wisely product line.
Mark:
Now, obviously ADP has a ton of data and that’s kind of factored into your work, I would think. How does it factor in? How do you approach making all of this data digestible and useful?
Joe:
By ignoring most of it. I know that sounds kind of contrarian, but you could get absolutely awash in all of the data. Data’s a really fascinating thing. They say from a mathematical sense, data never lies, no, but, reading it does, right? Somebody could say something perfectly legitimate, but you can interpret it a lot of different ways. So the danger you have with lots of data is that the more you read, the more you make it confused. And what you have to do is take the data and figure out, okay, what can I start with as a hypothesis? Does the data support this? Does it not? And if it’s not, how do I change and pivot on my hypothesis? Those pivots often come by taking that hypothesis and trying it out with people. Seeing does it resonate?
Joe:
Okay, this says, this says this about the great resignation. This is what we know about it. Is that really what’s happening down there? And that’s where UX comes into play. Because we then go out and say, okay, we have this hypothesis, the data says this, what really is it? Is it really true or not? Maybe there’s other ways to interpret that data. And that’s probably one of our biggest challenges, there’s many ways to look at data and you can make data loo, however you want, right? The old statistics line, right? You’ve got to figure out a way that it’s unequivocally true for the people that you serve and localized to their needs. That’s the hard part about data.
Mark:
Okay. Can you tell me a little bit about the technology that’s behind all this? What’s going on under the hood?
Joe:
You mean gathering the data?
Mark:
Not just gathering the data, but putting it together and presenting it in a way that’s usable.
Joe:
Yeah, I think the biggest thing we have to focus on really is what are people actually doing versus what does the data? So the data gives us a starting spot, but really the really good data comes from what they’re actually doing as they’re using your software, for instance. How are they using it? What are they doing? So the best data is the one that actually follows them doing what they’re trying to do, rather than maybe some larger data set that gives you great demographics and breakdowns, but doesn’t really get personal enough. So what we typically do, I’ll give you a great example. In one of our latest products here called Intelligent Self-Service, we actually go back and look at all of our calls that come into the service center. And we find out which ones are the most plentiful, because those are the ones that are probably, our hypothesis is, nobody wants to call into a service center. Nobody wants to call cam Comcast, right? Or call Google. They don’t want to do that. So therefore, how can we subvert those calls ahead of time?
Joe:
Well, okay, we go and look at the top 10, and this is what they’re calling in for. It doesn’t really tell me why or what their circumstance was, or other characteristics like do they really need a human, maybe they need some confidence. We then take that data and apply it in, let’s say hypothesis. We say, listen, people want to know, for instance, who their HR benefits person is whenever they do this. We then watch the way they behave using our software and say, okay, at this time we think they want this. And that combination will help them not call. So it’s a series of hypothesis driven design along the way that takes the data that we see in the call center, combined with the demographics of what we know from our products and how they use our products. Combined with what the user did at that moment, that triggers us wonderful little in, we use the AIML phrase, this black magic that happens with AIML that causes us to say, oh, these things when together have a high degree of confidence that what he’s trying to do is this. Give him this.
Joe:
Now 20 years ago, I mean, we’ve been try AI for a real long time, right? For a very long time. And what makes it really good today is that the models have gotten so good that we’re right far more than we are wrong. Remember the old days of Clippy trying to figure out what you were trying to do? Hey, it looks like you’re trying to write a resume. Irritating as all get out. But now we know what you’re actually trying to do with some high degree of confidence, because we have so much data that built that model so great that we actually have a good idea that maybe not only can we tell you what you need, but maybe we can actually do it on your behalf if you want us to.
Joe:
And that’s really where the state of experience is going to, can we be predictive? Can we be insightful? Can we be intuitive to what they’re trying to do and then be bold enough to offer to do it. And then when we find out that we’ve got really high degree of confidence, that we can do it every time, maybe recommend doing it on their behalf, without them knowing about it, if that’s what they want. That’s the model that the experience is going to.
Mark:
Well, how does this all fit into ADP’s efforts overall?
Joe:
In which respect? In terms of the UX, the experience model, this intuitive model?
Mark:
Yeah.
Joe:
So I would say right now we recognize that the big position that ADP has different than a lot of others in the industry and competitors, is that data, is the wealth of data. It would not be wise for us to ignore the fact that’s a competitive differentiator. So we use that data all over the place. So what’s really key? Our data sciences inside of ADP are pretty, pretty high level. And I say that with the great degree of confidence, because I’ve seen it operate on myself. Our AIML models that we have out there for telling where you’re going to go separates from everybody else. Now, since we have all that data, now the question is what’s the right thing to do with that data? What is the proper thing to do with the data?
Joe:
And our view is really simple. If it helps our clients, our customers, our users out there to do something that they wanted to do or to make them aware of something that they want they should know, then that’s good. Right? So it’s the alignment of that big data through a good model to get into the data at the right time. That’s across the whole product line. That’s across everything ADP is trying to do. We’re trying to become, a little bit like a barista at Starbucks where we know you enough that maybe we have your coffee ready for you because you always do that. You come and say the usual. Okay, good. Here’s the thing that took you half an hour to spout out before, now happens as you get in line. And that’s what ADP is really trying to do, is to be there before even you are there.
Mark:
I mean, obviously there’s a lot of technology behind this and that makes me wonder, how has the technology evolved over the last 10 years say. Which as the technology was evolving, it seemed also that the use of data was spreading. And I’m curious about, first how the technology became more of a foundation. But also how did the growing demand for it influence the technology and vice versa?
Joe:
Yeah, there’s a couple of things. It’s funny having been in many industries that relied on data. There’s a good natural checks and balances with the using of data as we know. There’s good ways to use data. There’s bad ways to use data. And it’s different for every person. I used to, and I still do, refer to something called the creep factor. Something is creepy. Back in 2002, if somebody told you that you need to get in your car because your flight is going to leave in a half an hour and the roads are blocked, you’d be kind of like, well, that’s kind of creepy. How did it know all this stuff, right? And you go, well, that’s creepy. But there’s a point at which you say but that’s useful. Okay.
Joe:
In the early days, we didn’t expect people to have all of that data. Now we’ve come to the point where we are growing up with societies where our kids and all others just assume you have that data, just assume that data is out there. It’s a different world about what we assume the data. Right or wrong, or whether you have that data, they make an assumption that data is there. Therefore, why wouldn’t you use it for me? How dare you not use it to help me become better? And that’s a far cry from where we were in the early 2000s, where how dare you use that data, to the point we said that data’s actually pretty useful. I kind of like the fact that you can do this for me. And then you start allowing a little bit more data, a little bit more data. And next thing we have data fields all over the place that are being mined for lots of different reasons.
Joe:
First, it was just concrete data, physical data. Now it’s behavioral data. How you operate, where you move, where you go. And to the point that it’s useful, great. But there’s always this paranoia that it’s not being used in the right way. And that’s something that I think is really healthy. I think that’s a really healthy check on making sure that we are good ambassadors of that data.
Mark:
What do you mean by paranoia around the data?
Joe:
Well, I think anytime somebody knows something about you that you either A, didn’t want them to know or didn’t know that they know, there’s a natural paranoia in us that asks how are you going to use that? What are you going to do with that, right? And knowing that if this were a benevolent world where everybody was going to use it, right, we’d have no problem with it probably. Not everyone, but a higher majority. But now we’re in the place where we have to be very careful about those that want to use the data to harm us or to use it in a way that annoys us at the very least, right? The scam calls that you get all the time, all the phishing techniques that are being used, things like that. There’s a whole black science of UX out there to trick you to go do things because they have some data, right?
Joe:
There’s reason HIPAA was set up, right? There’s a very valid reason why HIPAA was set up and needs to be needs to be respected and done because of the bad that you could do with that data they aren’t governed correctly. So we treat governance with data incredibly, incredibly important. It’s at the top of what we do in all of that governance. We know we have an ethics board. We have our chief data officers constantly making sure that we are using data in an ethical way. And that it really truly not only is just ethical, it’s got to be valuable. It’s got to be something valuable for our clients and our customers. Otherwise, it’s just data.
Mark:
I’d like to shift gears a little bit for the last few questions. Delivering data in the flow of work, the whole notion of in the flow of work is gaining a lot of traction. A lot more vendors are exploring ways to present their products that way. Does that pose any particular challenges for a data service or is it better? What’s your response to it?
Joe:
Yeah. There’s a fascinating thing that I learned, again back in the early 2000s, I worked at a company that we decided at the time Google had come up with Appliance, right? That you could put inside your internet and all of sudden you could use as a search engine localized to your internet. We put the Appliance up there and it didn’t perform well at all. We let it run. We let it run for a couple of months and it kept getting data. It could never, the finds were just not good. They weren’t even close to what you would get on the internet. And what we learned from the Google data scientist at the time was the reason that the internet is so valuable as a search tool and so accurate, is because it has so much heterogeneous dat. Data that doesn’t appear related but in a way is, and that heterogeneous data gives us a much greater chance of finding that needle in the haystack that you’re looking for.
Joe:
Whereas inside of a company, it all looks like the same thing, give me the latest dev report, give me the latest financial report. It’s more of a monocosm of stuff, and therefore you couldn’t find things. As we start meeting people on the go, where they are, we now have the chances for other types of data to improve that. Now depending upon where you land on the privacy of knowing where you are, geofencing and things like that, there’s a lot that can be done by knowing where you are. The question is by knowing where you are could you also use that for nefarious means? Yes, I guess so. Sure.
Joe:
So you’ve got, I think the real challenge is, as we learn all this new data, what’s right to keep and what’s right not? And that’s not necessarily our choice, right? That needs to be our client’s choice of what’s valuable because again, going back to the creep line, if I know where you are and I can offer you this new service, it should be your choice, whether you want to exchange that data for that service. Not we’re going to take this all from you.
Joe:
Companies have gotten in trouble in the past. We’re going to take this data. We’re going to read where you are and not tell you, and we’re going to give you a great product. Even if it may benefit you, the fact that you took that without my knowledge makes me suspicious that you may take it to do something else. And I think we’ve got to be really, really careful that having an honest conversation, a full disclosure and a strong ethics policy behind your data is really going to make the difference. Now with that in place, now I can meet people where they are. I can see where they are. I can get a lot more information.
Joe:
A great example. One of our customers has a lot of field workers, right? And they have their phones on, they got GPS on their phones. If they want to transmit their GPS information, great, they’ll be great. They can do it. We can tell when they’re going to clock in, when they’re going to clock out and maybe even clock them in automatically. So we get rid of the single biggest call, to most HR departments, is I forgot to clock in. Can you clock me in? I forgot to clock out. Can you clock me out? Something as simple as that, just by turning on GPS location. Is that valuable or not? Well, that’s kind of a client thing, isn’t it? You tell me. Is it something you want to exchange for that? Then I have put governance about what I’m not going to do with that data. That’s just as important. And maybe I’d say is even more important. Because just because I have the data doesn’t mean I can use it however I want. I’ve got to use it in a prescriptive way,
Mark:
Joe. Thanks very much. Really appreciate it.
Joe:
My pleasure, Mark. Thank you.
Mark:
My guest today has been Joe Kleinwaechter, the vice president of global UX for ADP. And this has been PeopleTech, the podcast of the HCM Technology Report, a publication of RecruitingDaily. We’re also a part of Evergreen podcasts. To see all of their programs visit www.evergreenpodcasts.com. And to keep up with HR Technology, visit the HCM Technology Report every day. We’re the most trusted source of news in the HR tech industry. Find us at www.hcmtechnologyreport.com. I’m Mark Feffer.
Tech & Innovation Blog
Life @ ADP S2EP2: No One Ever Forgets Their First Job
Life @ ADP, Career Advice, What We Do
A podcast episode for rising seniors looking for internships and first jobs. Come to the ADP booth and learn about the six-week extended GPT Development Program.
Life@ADP Season 2 Episode 2: No One Ever Forgets Their First Job.
And…caps off, class of 2022, congratulations!
For rising seniors, it’s your turn to walk across the stage next year. Not sure about where to begin your career? Are you looking for a place to grow and apply learned knowledge? We recorded a podcast episode for you.
Our hosts invited Lisa S., Senior Director of Talent Acquisition, on the most recent podcast episode to share insights for undergraduates and master’s students looking for an internship before entering the professional world.
ADP Recruiters at Campus Recruiting Event
In the podcast episode, Lisa introduced the Global Product and Technology Development Program, a training program designed for students to connect and learn from tech professionals at ADP.
“The students will go through a full-time, ten-week internship program with us in the summer. They will get an opportunity to work on meaningful projects, delivering results to showcase if they are a good fit for our organization,” said Lisa. “We have an amazing opportunity for software engineering and computer science major students.”
The goal of the internship is to convert the students to full-time hires through Global Product and Technology Development Program, a six-week training to begin their career at ADP. You will also hear Lisa’s advice for candidates attending fall campus recruiting events. Listen to the full episode now.
Here are three tips from our campus recruiters:
#1 Add Keywords to your Resumes
Make sure you read every job description carefully and select the exact keywords for your resumes. Using the same keywords will make your profile stand out, recognizing a match and listing you as a top match.
#2 Practice your 30-second Elevator Pitch
You may only have 30 seconds to make a first impression, so come prepared! What defines you? What are your strengths? What roles are you interested in learning? Your elevator pitch will help recruiters remember who you are and what you are looking for in the company.
#3 Do Your Research
Recruiters know when you’ve done your homework! Come with a list of questions to show your interest. Make sure to view the current job openings and register (if any) before attending an event.
Apply these tips as you prep for the upcoming recruiting events. If you attend this year’s Grace Hopper Celebration, bring a copy of your resume, and stop by ADP’s booth. Let’s connect!
Interested in our Campus programs or ready to start your next chapter?
We give the students the tools and technology they need to succeed. The recruiters don’t expect interns to know the same programming language or tech stack. We are proud to support every individual through the learning process and are here to provide growth opportunities. Have no fear!
Learn more about what it’s like working for ADP here and our current openings.
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music.
Further reading: Career Fair: Perseverance is the Key in Job Hunting.
Tech & Innovation Blog
Why One Should Consider Virtual Mentorship
Innovation, Voice of Our People, Career Insights
Whether the virtual mentorship occurs in video conference rooms or through emails, the experience can be an invaluable tool for career growth and personal development.
Why One Should Consider Virtual Mentorship
By Steve R., Lead Major Incident Manager
It can be challenging to find time to invest in professional development in today’s ever-changing, fast-paced world. Whether you’re just starting in your career or currently working in a leadership position, we can all benefit from having guidance and support in professional life. That’s when virtual mentorship becomes helpful.
What is Virtual Mentorship?
The term “virtual mentorship” may sound like a new concept, but it simply refers to mentorship that takes place online. It allows people to connect with mentors they might not otherwise have access to, and it provides a flexible way to receive mentorship when in-person meetings are not possible. This type of mentorship can benefit both parties as the setting naturally allows for more flexibility and accessibility. Whether the mentorship occurs in video conference rooms or through emails, the experience can be an invaluable tool for career growth and personal development.
Why Consider Mentorship?
Great leaders have two extraordinary traits: an open mind and empathy towards difficult situations in teamwork. Like all ADP associates, I am encouraged to expand my skillset and strive toward self-improvement, using all the available resources and tools. This mindset has led me to participate in the mentorship program at ADP, where I met role models who demonstrated best practices at work.
Depending on the goal, mentorship may consist of a one-time consultation or multiple re-occurring sessions. An associate may also have more than one mentor over time as needs and career paths change.
I recently completed a few months’ worth of mentoring sessions with a VP from the senior leadership team at ADP. We had worked together briefly on past projects but hadn’t spent significant one-on-one time together. I learned we would be a good match for the mentor/mentee program based on the strengths that I wished to explore and her area of proven expertise. I soon initiated an informal mentoring process, and we began working towards my professional goals from there.
For those who don’t have a particular choice of mentor in mind, I recommend associates sign up for ADP’s formal mentor-matching process using MentorCliq software, a resource page consisting of a series of questions regarding mentee expectations and needs, and areas of interest.
Steve and his wife Karen
Three Best Practices in Virtual Mentorship
Since my mentor and I were in two separate locations, we used Webex Meetings throughout the process. Through face-to-face conversations are typically preferable, the virtual setting offered a level of comfort for me.
I came prepared with discussion topics and specific questions each time we met. The virtual option vastly expands the range of choices for mentoring connections. Associates are no longer limited to mentorship choices within the same office, and there are endless opportunities for a good mentor/mentee match. The virtual option is especially beneficial for full-time associates who work from home and across different time zones.
#1 Set Timeline and Goals
The number one thing to consider is to plan for the call. My mentor and I met bi-weekly, getting familiar and discussing each other’s career paths; past, present, and future. For those who read my previous blog on my career journey, I focus on a leadership-focused career path and set my goal to be joining a part of ADP’s senior leadership team in the future. I learned from my mentor that the ADP ecosystem offers a multitude of communication-based career paths, which provide leadership opportunities. As communication is not only a strength for me but also something I enjoy, my excitement has grown, and I look forward to what lies ahead.
#2 Transparent Communication
My mentor was kind, patient, and willing to help me grow. During our virtual time together, I never felt that I had less of her attention and personal investment in the conversations. We made a professional connection, and she genuinely cared about my success, making our time together more than worthwhile. I wouldn’t say the virtual setting presented many challenges for us. If anything, it made communications more accessible and working together flexible, meaning talking about expectations and going over company resources.
#3 Listen and Be Ready to Learn
Conflict in the professional world is inevitable. During my mentorship experience, I had an instance where I had different opinions from a fellow associate. While I had consulted with my leader on the best way forward, I sought advice from my mentor. She was insightful and shared examples of similar experiences in her past.
Her understanding, empathy, and professional leadership gave me support. The input I received allowed me to consider factors that I had not before to refine the solution I’d been working on and make team communication more effective. Not only did both my team leader and mentor’s verbal feedback help me resolve the conflict, but it also led me to form a stronger bond with the other associate.
Embrace the Feedback 
One piece of advice for future associates is to take full advantage of the mentorship program or any organic mentorship opportunities. The availability to build upon the foundation of experience led by tenured ADP associates is priceless. Simply reaching out to a leader and expressing your interest in learning and working together would be a great start.
My virtual mentorship experience has allowed me to gain insight and perspectives from my mentor leading different teams. Having the opportunity to seek out non-biased input from others is always refreshing. I look forward to leveraging my own experiences and knowledge to guide other associates, whether with career development, conflict resolution, or personal growth. When given the opportunity, I will be participating in the ADP mentorship program in the future, and next time, as a mentor!
Discover your potential and join us.
Click here to search for your next move and visit Who We Hire.
Tech & Innovation Blog
Devi R., Senior Director of DevOps, Builds Products with Empathy
Women in STEM, Voice of Our People, Innovation
“STEM, to me, is beyond degree and credentials. It’s about applying and leveraging engineering knowledge and empathy toward every product.”
Devi R. is a technologist who enjoys exploring the world and inspiring others. She joined ADP in 2020, building the ADP’s flagship MyADP with her team in Global Products & Technology. She’s been to 54 countries and all seven continents. Devi loves traveling to South Africa for natural scenery and Portugal for the history, art, architecture, and food!
Coming to ADP
Engineers build products with a purpose in mind and the goal of designing for people. I came to ADP with that mindset and found myself in a place that shares the same value.
I have been a consumer of ADP’s payroll product since 2006, so I was excited to hear about the MyADP business app project and took the opportunity right away. I thought, “I want to work on this!” It’s been two years since I came to ADP, and I’m incredibly grateful to be in a culture that values every voice.
I lead the MyADP Product SRE & DevOps teams within Global Products & Technology. For those unfamiliar with MyADP, it is a global, high traffic and volume unified UX web/mobile solution using Cloud technology. Our product is in the Top 10 business applications in the app store. Millions use the product to perform human resources, financial services, onboarding, performance management, payroll, time & attendance, benefits, retirement services, etc.
If I asked myself how my passion began, I’d say it was the endless possibilities in the field that continue to inspire me, including innovation awaiting discovery. When it comes to DevOps, I appreciate the opportunity to perform transformation across various products because it motivates me to strive for better results with my team.
Day In Life as Senior Director, DevOps
To give you an overview of my day, we get an average of between seven to 10,000 transactions every second on our product platform. My team keeps track of the error rate, meaning even 1% can be a considerable number in this user pool. The task makes my role as a technologist critical. It’s no longer about the technical skills that determine if someone is qualified; instead, it’s about empathy for what one is building.
Behind every product my team makes, we understand there are real users and the real impact the product brings to their lives. As a technologist, I make sure the technology is practical and human-centered. With a large amount of data and information, I am proud to say we handle data with security, precaution, and care. We use the data to help people, making user privacy our top priority.
STEM, to me, is beyond degree and credentials. It’s about using engineering knowledge and empathy toward every product. I stay at ADP, where I surround myself with associates who value client feedback and user experience.
Devi and her husband in Antarctica
Women in STEM
With various tech roles in the industry, I recommend young technologists invest in education and explore as many options as possible in life. The field continues to evolve and challenge the leaders with innovation, changes, and automation.
All the elements above make working as a woman technologist meaningful. I remember serving as one of the women and telecommunication junior board members for a year in my previous company. We collaborated across the nation to understand and research women technologists’ career paths at that time.
Six of us dove into why there are not enough female technologists in the field and quickly learned that many young girls get distracted from pursuing STEM early in their education. The first drop in interest in Tech happens between middle school and high school. We saw a 70% decline in enrollment to 10% by the end of that period. I encourage educators and technologists to inspire young girls, especially at around 8th grade in middle school; the earlier, the better.
As we did more research, the 10% enrollment in STEM when they first enter college drops further by the time they reach junior year. I had the same experience and recalled being one of 15 girls out of 100 students in the classroom. By the time I graduated, there were only three of us left. I kept thinking this would change over time but soon realized we are not there yet. Research conducted by the American Association of University Women (AAUW) shows why gender gaps are particularly high in the computer science and engineering fields. Download the Why So Few Women in STEM Report here.
Devi at Miscanti Lake near Atacama in Peru
Experience the Reality in the Industry
So, what can individuals do to help close the gender gaps in STEM?
I am passionate about finding out what and how to make young talents focus on STEM early in their career, including providing the right tools, giving concrete advice, and demonstrating the reality in the industry. If you are a student or a recent college graduate, check out our campus programs here.
ADP offers a Development program where young talents get an opportunity to meet with leaders and understand our products. Some of them already have a STEM career, and we provide a taste of the real world before hiring them at the end of the program to become full-time associates.
I’m motivated to mentor these recent college graduates and show how much impact their decision to pursue Tech can bring. When facing intersections in their choices, I tell the young women technologists to try everything. It’s essential to understand what interests you and remember that true passion brings you further in life.
Whether building a product or entering a new career track, I encourage you to be empathetic towards the people you work with, creating a product for everyone.
Interested in a tech career at ADP?
Click here to search for your next move and visit Who We Hire.
Tech & Innovation Blog
Remote Work Era: Three Challenges to Overcome
Diversity, Equity, and Inclusion
Time to grab on to the perfect opportunity to learn organizational skills, independence, and self-motivation!
Remote Work Era: Three Challenges to Overcome
By Amy H. Chiu, Tech Brand Content Developer
In May 2022, Airbnb’s career page received 800,000 visits since its remote work announcement. What’s the hype? When people say, ‘I work remotely,’ do you think of working from home in pajamas and not worrying about being stuck in traffic?
Remote working is more than that.
As we embrace hybrid and remote workspace, there are more conversations you and your team will be having, including challenges and solutions. As a full-time remote associate who works from a different time zone, I’ve learned methods to stay connected with my team.
My friends in tech often ask me what it’s like working remotely because some of them are considering switching their workstyle. My short answer is remote working is not for everyone.
The story began when I started working remotely as a freelancer a few years ago. Without going to the office, I engaged and experimented with various strategies to complete projects with accuracy and efficiency.
Challenge One – Communication
Are you afraid of missing the hallway conversation that could potentially build trust and work relationships among the team? As an extrovert, my solution is to speak up and share my updates during virtual happy hours and video calls. For example, I challenge myself to say more than “how are you” and answer more than “I’m good.” Having a real, human-to-human conversation during virtual happy hour has taught me to be more empathetic and understanding. I’d check in with my coworker from the other side of the country who caught the flu and adjust the calendar priorities accordingly.
I imagine reaching out can be a challenge for those more reserved in a new environment when they first start in a full-time remote position. This is when turning on video cameras can be helpful during online meetings. We recognize facial expressions during conversations that help us understand the tone of voice without saying too much, and smiling is always a plus!
Challenge Two – Time Management
Another challenge comes in time management, which is especially important for those who work with teams from different time zones. I recommend productivity and time tracking tools such as Toggl and DeskTime that allow you to log the time you spend on each project. The key is to build a schedule for yourself and stick to it. It’s easier to have a routine despite having scheduled meetings on the day or not.
Knowing when to start and pause working is the key for ambitious individuals. Since there’s no hard stop or visually seeing your coworkers packing up to leave at five in the afternoon, give yourself the reminder and permission to finish tasks during your working hours.
Challenge Three – Work Motivation
For those who enjoy the office atmosphere, I recommend joining coworking spaces such as WeWork and Galvanize. You could find a variety of office layouts and meeting spaces, using them to focus on your business. The community can also be an excellent opportunity to network and increase motivation at work.
I work from home and dedicate a space for work only. Having the habit motivates me and sets me in business mode every morning. According to a Social Psychological and Personality Science paper, the researchers asked subjects to change into formal and casual clothing before cognitive tests. They found wearing formal business clothing increases abstract thinking. On the days when I need an extra energy boost, I put on business clothing, even off-camera. The formal attire makes me focus better, and I tend to complete my tasks faster with accuracy.
Welcome to Remote Work
Remote working requires self-discipline, communication skills, and an open mind to collaborate. There will be challenges working with time zones and across teams when you are not sitting across from your coworker in the same office. However, the rewarding feeling of accomplishing projects remotely with the team makes the experience valuable. Please grab on to the perfect opportunity to learn organizational skills, independence, and self-motivation!
We are hiring!
Learn more about what it’s like working for ADP here and our current remote openings.
Tech & Innovation Blog
What Makes You Stay at Your Job?
Life @ ADP, Career Advice, What We Do
Keep an open mind in your career journeys, explore international opportunities, and work outside your comfort zones.
What Makes You Stay at Your Job?
According to Harvard Business Review, two reasons why employees stay at their companies are job satisfaction and the company environment.
Why does it matter that we understand both? At ADP, we strive to give our associates a culture where they want to stay. It’s great to love what you do, but even better if you do it in a place that you love.
Meet Lindsey B., Sales Channel Manager for ADP Marketplace in Northern Europe. She shares her incredible transcontinental career journey, the power of networking, and how ADP supported her career progression on our Life@ADP Season Two podcast.
We are excited to kick off our season with an international episode! You can expect to hear stories from associates across the globe. Lindsey’s story started when her aunt referred her to work at ADP. She began her career in San Francisco, moved to the UK, and is now in the Netherlands.
“As a Sales Channel Manager for ADP Marketplace, I work with our partners and internal sales teams across multiple countries,” Lindsey said. “I used my strengths and networking opportunities and learned from different teams with ADP’s support.”
Lindsey travels across Europe, working with product development and sales teams across the UK, Netherlands, and Ireland. When we asked her our “why come, why stay?” question, she said she came to ADP for the training and stayed for the people. “The more I move to different countries in different roles, the smaller and more intimate ADP becomes. I work with a group of wonderful people who develop innovative products and business solutions,” Lindsey said. “Every time I turn a corner, I feel like there’s a new job opportunity in a new part of ADP coming, bringing together different people.”
Lindsey describes ADP as an incredibly diverse company with teams of people from all backgrounds and cultures. As a leader, she highlights the importance of letting every associate come to work as themselves, which makes the workplace fun and creative.
Lindsey is on the committee for her local International Women’s Network (iWIN) in the UK and Ireland, one of ADP’s Business Resource Groups (BRG), which organized some events for International Women’s Day, including coffee connections networking opportunities. “We hosted various career progression events and talked to the HR business partners, identifying biases at work while inspiring attendees to grow their career at ADP,” Lindsey said.
Lindsey encourages everyone to keep an open mind in their career journeys, especially in exploring international opportunities and working outside their comfort zones. “If you can identify your strengths and what you enjoy doing, there is absolutely a job for you at ADP. I encourage everyone to listen to the podcast to check out what we do and whom we hire,” Lindsey said. “I’m happy to connect if you’d like to learn more about my journey and the culture! Feel free to reach out to me on LinkedIn.”
Tune in for the full episode here.
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music.
Support us by subscribing to both the podcast and the tech blog.
Let’s work together.
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
We are Proud to Design and Create a Workplace for Everyone
Diversity, Equity, and Inclusion
ADP will continue to strive to be the best place to work, creating a workplace for diverse talents.
We are Proud to Design and Create a Workplace for Everyone
At ADP, we’re constantly working to provide the best possible experience for our clients and associates. We’re proud to announce that we’ve been recognized with various awards! Whether providing outstanding service or creating a great place to work, we always strive to be the best.
iWIN – Business Resource Group
Women Impact Tech 100
When it comes to gender equity in the technology industry, ADP is leading by example. Our technologists are dedicated to developing inclusive products and services, providing a path forward for all our teams.
Women Impact Tech, an organization focused on improving opportunities for women in STEM, has named ADP one of the top 100 Women Impact Tech companies. The recognition criteria measure employee feedback on workplace culture for women, benefits, diversity, equity, and inclusion efforts.
We are excited to see that our work is reshaping the tech space.
“These top 100 companies are doing the right things that make a difference in women’s ability to have meaningful careers, offering a culture for women to thrive,” said Paula Ratliff, the President of Women Impact Tech.
The good news doesn’t end here! We have also earned recognition from Top 50 Employer by Woman Engineering Magazine, Top 50 Best Workplaces for Women in India, and the AnitaB.org 2021 Top Large Company for Women Technologists for the second consecutive year.
“As a leader, I want to create an environment of empowerment with a diversity of thought and perspectives,” said Laurie Liszewski, VP of Product Development at ADP.
Opportunities across ADP include participation in our Women’s Leadership Development Program, Grace Hopper Celebration with AnitaB.org, and our Business Resource Groups such as iWIN (International Women’s Inclusion Network).
“There’s a lot here to be excited about. We’re all working together, and we’re going to be stronger in the long run,” said Amber Abreu, Senior Manager of User Experience (UX) research at ADP.
We can’t wait to see what’s next!
Next Big Things in Tech
ADP DataCloud has been named on Fast Company’s first-ever list of the Next Big Things in Tech list, honoring the technology breakthroughs that promise to shape the future. We have earned this recognition for our powerful people analytics solution, ADP DataCloud, which leverages our vast workforce data to address the most significant challenges businesses face today, including employee retention, pay equity, diversity, equity, and inclusion shift economic policy. Read the press release here.
In addition to this award, ADP DataCloud has also earned a Stratus Award, the Top HR Product of the Year, and the Data Analytics Innovation of the Year.
We are proud of the product enhancements our teams developed:
- The new Diversity, Equity, and Inclusion (DEI) Dashboard allow companies to see the makeup of their workforce and address underrepresentation.
- Organizational Benchmarks taps ADP’s workforce data to help companies decide how best to deploy workers.
- When paired with ADP DataCloud’s Pay Equity Storyboard, clients can generate a personalized planner and budget to help them close gaps and measure maturity against peers.
This award further validates our clients and prospects of what’s to come and why they need us. Congratulations to everyone who has been a part of the development!
ADP 2022 Built In Best Places to Work
We are the proudest of our valuable people and the culture here. Built In, a top industry source for tech candidates to research and review companies, has named ADP with seven awards, including 2022 Best Places to Work in LA and New York City, Best Large Companies to Work & Best Benefits in both cities.
“Now more than ever, we’re proud to offer an engaging workplace with a dynamic culture that empowers our associates to foster innovation and develop innovative ideas with limitless possibilities,” said Aaron S., Senior Vice President of Product Development at ADP. “We are thrilled to be recognized in New York City and will continue our relentless focus on growing our technology from the energy of our associates.”
“Our highly engaged associates know we’re committed to providing each person with opportunities to use their diverse expertise to develop great products and technology that help deliver amazing client experiences,” said Leonard K., Senior Vice President of Product Development. “Built In LA’s recognition is an honor and a direct reflection of the innovation and dedication of our associates.
Built In’s Best Places to Work program rates companies based on their compensation, benefits, and culture. This year’s list highlights those employers who have created a culture that supports employees in-office and virtually that is diverse, equitable, and inclusive.
Great Place to Work®
Great Place to Work® (GPTW), a global authority on workplace culture, named ADP Brazil Labs and ADP India one of the best companies to work for 2021. GPTW has a mission to build a better world by helping organizations become a great place to work for all.
Here are the award nominations.
ADP India
ADP India
- India’s Best Workplaces for Women 2021
- India’s Best Workplaces™ in IT & IT-BPM 2021
- India’s Best Companies to Work For 2021
- Commitment to Being a Great Place to Work
ADP Brazil Labs
ADP Brazil Labs
- One of the Best Companies in the Rio Grande do Sul.
- Women Impact Tech 2022 Honoree
The awards recognize ADP India and ADP Brazil Labs not only for their talented associates but also for an environment of technological culture and innovation applied in the workspace.
Our clients, associates, and tech recruiting teams remain focused on cultivating valuable relationships in the challenging times of pandemics. We will continue to strive to be the best place to work, creating a workplace for diverse talents.
Thank you, and Congratulations to all our associates who make ADP one of the best places to work!
Interested in a tech career at ADP?
Click here to search for your next move and visit Who We Hire.
