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Tech & Innovation Blog
Looking for an Internship or First Job? Here’s the secret sauce to getting hired
Early Talent, Intern to Full-Time, Career Advice
A great candidate needs to come to the table with something to offer, and unique skills will get attention.
Looking for an Internship or First Job? Here’s the secret sauce to getting hired
By Liz Gelb-O’Connor, Global Head of Employer Brand & Marketing
Here’s some good news for people without an advanced degree. Just because you have a higher education doesn’t necessarily give you more marketable hard skills or soft skills than someone without a bachelor’s degree.
Why? You can’t learn some soft skills in school. Money can’t buy them, and books can’t teach them. But if you have them, they can set you apart. Same for hard skills you’ve developed on your own, like learning a design tool, taking a free Google Analytics course, or nurturing your love of photography. When creating a resume for your first job or an internship, dig deep and mine your hidden treasure of transferrable skills and interests to help differentiate yourself.
ADP Interns at Roseland Headquarter
A true story for you. When I hired my first marketing intern in 2014, I wasn’t sure what to expect. So, I approached the experience with an open mind and discovered something valuable—not all critical skills were found on a resume. Sadly, despite the high cost of college and university education, not all students emerge with marketable business skills. I guess that’s kind of the point of internships and first jobs, right? To gain marketable business skills. Still, a marketing class on the 4 P’s (business majors, you know what I mean!) is almost meaningless when competing for a marketing internship, while working knowledge of InDesign will likely increase your chances.
Here’s what happened. My recruiter sent me 5-6 potential candidates for our marketing internship. During the candidate interviews, I felt like a dentist pulling teeth. Or worse yet, the aunt no one wanted to talk to at the annual holiday party. Seriously, some candidates gave one-word answers and had such low energy during the interview that I wanted to check their pulse. Pro tip: Don’t be like them.
At the end of the process, only one candidate seemed viable. He accepted a juicy Wall Street internship before receiving our offer. I wanted to give up and hire an experienced temp, but my recruiter called and begged me to meet one last candidate.
Enter Mia*, a rising college senior and transfer student. A few things stood out on her resume, neither of which she learned as part of her pricey college education: she owned an Etsy store for custom-designed party invitations and had experience using Adobe Creative Suite. Not only were these skills directly relevant, but they indicated three things:
- An entrepreneurial spirit
- Ambition to learn
- An eye for design
When we met for an interview, she came prepared with great questions and displayed an authentically positive attitude. She also sent a “Thank You” note, which some people might consider “old school,” but it shows gratitude and respect to me. All things being equal, I will choose the candidate who says “thank you” over someone who doesn’t.
Two weeks into her summer internship, I was so impressed that I offered Mia a full-time position when she graduated.
Here’s the additional secret sauce Mia brought to the table:
- Initiative – She volunteered to take on tasks that I didn’t even dream of asking her to do. I’d throw out an idea, and the conversation would go something like this, “Oh! I’ll do that. I’m not sure how to do it yet, but let me figure it out, and I’ll get back to you with some recommendations.”
- Creativity – “I have this idea for If your cool with it, I’d like to design something and show it to you.”
- Collaborative – “Do you need help with that? I can help you.”
- Organically Take on More –“I’m done with that. Do you have something else for me to work on?”
- Reliable – As a leader, I’m flexible and very supportive with time-off and vacation requests. No last-minute, unexplained absences for Mia. She always requested time-off in writing and with notice.
- Respectful – She always treated people with respect and acted with integrity.
When I build my teams, I look for these traits and skills whether someone has a degree or not.
After Mia, I hired two more interns that became full-time employees after graduation. Both went on to have successful careers at ADP.
ADP associates
Some questions you may have:
What do I do if an internship requires a specific degree?
Hard skills aren’t necessary for some internships because on-the-job training is provided. That said, some internships may require you to be a matriculated college/university student to qualify. Even so, this is where your soft skills can make a difference: collaboration, creativity, reliability, being a team player, etc. If the internship program offered is unaffiliated with current college/university attendance, you may only need the skills to do the job.
So, look at the actual internship requirements and gather your arsenal of soft and hard skills that can be transferrable to that role—then showcase them on a version of your resume.
What if the job required 2 years of relevant experience and I only have 1.5 years?
Again, examine your transferrable skills and highlight them. You may have less than two years of experience in that exact role, but what else do you bring to the table? Showing you are an avid learner and taking the initiative to develop other skills will demonstrate traits that could make you even more valuable than someone with those two years of experience.
So, when you interview for an internship or your first job, think beyond your resume. Think about how to showcase the skills you have that make you an asset, a functional part of a team, and uniquely you in a way that adds something to a role. Please, don’t be the candidate with a low pulse rate. Be the one who shines with positivity and shows how you will make the existing team even better and stronger.
How did it all turn out for Mia? She stayed with our company for over 3.5X longer than the average new grad. We even featured her in one of our employer brand campaigns for our campus channel. It was indeed a pleasure to watch her learn, grow, and thrive in our company, where she moved from marketing to a tech UX Design position. We are still in touch on Instagram as she travels the world and navigates the next chapter of her career.
For more, listen to Life @ ADP Podcast Episode 3: Tips for Interviewing, How to Make Lasting Impressions, and Helpful Hints.
*Name changed for anonymity
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Tech & Innovation Blog
Innovating Retirement: How ADP Uses Machine Learning to Plan for the Future
How We Work, Culture, Team Collaboration
At ADP, people don’t have to be a leader by title. If there is an idea, and you can think big and innovate, that’s all you need.
Innovating Retirement: How ADP Uses Machine Learning to Plan for the Future
As one of the country’s leading HR technology companies, ADP uses its unmatched data in exciting and new ways. We had an opportunity to catch up with two people critical in recognizing the opportunity to innovate and create a machine learning product for Retirement Services.
Hemlata R., Director of Product Development, oversees the entire product development process. In addition to managing scrum masters, architects, developers, and tech leads, she also heads web development, mobile development, and the machine learning strategy for the entire Retirement Services team.
Sanjay V.R. is the Lead Application Developer and oversees the machine learning practice within Retirement Services.
We asked them how their small team creates cutting-edge technology to build data-driven solutions for their customers, and here’s what they said:
First, let’s hear a bit of what brought you to ADP.
Sanjay V.R.
Sanjay: I started at ADP as an intern while I was attending school in upstate New York. Once I completed my internship, I actually had multiple offers to join other companies. I chose to stay at ADP because getting good opportunities is one of the most challenging obstacles in today’s job market, and at ADP, if you put in the work, getting rewarded is the easiest thing.
Hemlata has been my director for 80% of my career, and I’ve been able to turn to her if I have an idea or if I want to pick up a new role or responsibility. She’s always encouraged me. My senior leaders make sure to recognize me for my hard work. I’ve been promoted three times in my three years at Retirement Services, and that speaks volumes.
Hemlata: I also had several offers when I was looking for a change after my last job. I was attracted to ADP because I’d heard that it was moving toward being more of a technology company that valued innovation—and that its leaders prioritized diversity and inclusion. I’ve seen first-hand that you don’t have to have an impressive title to be a leader here. You can be a leader at any level. You can innovate at any level, and ADP supports and invests on that front. I’m so happy and thrilled that everything I had heard about ADP turned out to be more than true.
Speaking of innovation, tell us about the Retirement Services product you built.
Sanjay: People Like You is a new feature based on machine learning algorithms; it helps participants better prepare for their retirement by offering benchmarks on how people similar to them are planning their retirements. For example, we can show you what percentage of your coworkers are contributing to their 401(k)s and how much of their income they’re contributing. Maybe you contribute 5%, and when you see that your peers contribute 8%, you have the confidence to invest more.
In the retirement industry, advisors usually group people by age or salary and then start giving advice. We wanted to answer the question better and offer advice based on what others in similar socioeconomic situations are actually doing.
Hemlata: ADP pays one out of six Americans; the amount of data we possess is unparalleled. When I joined the company, we discovered that many of our clients’ employees do not contribute to 401(k)s. Since we work for Retirement Services, we saw this as a problem. People often look at their peers and follow them, so we asked ourselves how our data could help create a solution.
How did you go about building People Like You?
Hemlata: We tried to combine the mind and the machine by leveraging our experts’ expertise at ADP and machine learning.
Sanjay: We have folks at ADP who have over 20 and 30 years of experience in Human Resources and Retirement Services. As much as data is our strength, our people and their expertise are equally valuable. So first, we talked extensively with our internal stakeholders since they already know the ins and outs of the industry intimately. Then we conducted market research to understand people’s motivations and concerns better about retirement investing.
After that, we went back to our data sets—everything we have from our payroll and retirement resources—and we started looking at this socioeconomic information to see any relevance between multiple parameters. For example, does age or compensation influence your retirement decisions? What if you’re married, single, or have kids? Based on our internal and external research, we were able to identify somewhere around 30 factors that make an impact; we then narrowed those factors based on the extent of their influence on an individual’s decision. Once we started analyzing that data and built models to create the personas, we realized that we had something worth integrating with our existing retirement products.
When we began this project, it started on a small scale. It was just one other data scientist and me. The two of us created the machine learning part of it, but as we built specific pieces of code for the APIs, we pulled in engineers as we needed them.
Were there any complications you had to work through?
Hemlata R.
Hemlata: The tricky part for me was to make sure that we were compliant with all the security olicies. People trust ADP. It’s our brand. That’s why they come to us for payroll, compliance, workforce management, legal, and security solutions. ADP knows what to do and takes excellent care of its customers, and we take this to heart and always obtain the consent of our clients and employees before we include their data. We’re extremely careful to keep all the data anonymous and not look into any specific client or individual employee data.
Sanjay: Yes, ADP is very sensitive toward privacy laws, so we were very specific about reading only as much data as people were comfortable with. One of the biggest advantages we had was that we partnered with ADP’s DataCloud team. They acted like a data custodian in the project and were responsible for making the data anonymous. They also made it possible to identify an employee—only with their consent—if I needed to access that data to connect specific pieces of information.
I’m a millennial, and I’m one of those people who always clicks on “Do Not Sell My Info” on websites. So, I’m particular about my data, and I think I always had that in the back of my mind. DataCloud made my job easy in that regard.
How do you think machine learning will affect your future work?
Hemlata: We are looking at leveraging this concept of combining the mind and the machine on other aspects of our business, such as compliance processes. As of now, we have used descriptive and prescriptive analytics. Next, we are planning to use predictive analytics to help our clients predict the upcoming required actions. ADP and our clients can solve any predicted problems upfront. We’re always trying to see how we can take our ideas and solutions to the next level.
Sanjay: This is the beginning of an entirely new way of thinking about improving our clients’ experience. We want to look beyond traditional solutions to ensure our clients and their employees feel empowered by our products. ADP also has a general excitement to identify pain points to be resolved and processes we can enhance using machine learning.
Speaking of your customers, do you see any results from People Like You? Are more people signing up to contribute to their 401(k)s?
Hemlata: The results are way better than what we expected. Employee contributions and new enrollments have definitely increased. We also saw this product gain so much attention internally within ADP that several other teams contacted us to see how they could leverage similar solutions within their departments. It’s been fascinating to see the outcomes and the interest from all the other teams.
Sanjay: It’s funny because a bunch of my peers was like, “Oh, I don’t really need a 401(k). I’m too young for that.” Then, two or three months after we released People Like You, someone remarked during lunch, “Hey, did you know that I just signed up for my 401(k)?” Then others joined in—four people also signed up. It’s just a wonderful experience when you hear people say your solution impacts their lives.
After we launched, Don Weinstein pinged me on Webex Teams and said what a great job I’d done and that he was looking forward to what I’d build next. It was a total fanboy moment for me.
Hemlata: This goes to show you what I was saying earlier. At ADP, people don’t have to be a leader by title. If there is an idea, and you can think big and innovate, that’s all you need. Once you have that, you can take it to any level, and people will be so open to talk to you, encourage you, and help support any of these thoughts. It’s really amazing to see that!
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Tech & Innovation Blog
CI/CD at ADP: Going Global with GitOps
Engineering, Innovation, What We Do
Leo Meirelles first worked at ADP for more than six years as a lead technical analyst and senior software programmer. Then he left for stints at Google and The New York Times, where he had the opportunity to learn new environments, improve his knowledge, and refresh his tech stack—all benefits he brought with him when he returned to ADP in 2016. Below, Leo discusses the continuous integration and development (CI/CD) process he implemented with his team and the company-wide plans for adopting it.
As we globalize and streamline GitOps, we are laying the foundation for our future.
CI/CD at ADP: Going Global with GitOps
By Leo Meirelles, Principal Software Engineer and Principal Architect
As a principal software engineer and principal architect at ADP, I work on multiple projects and provide support as needed. Since ADP has a lot of products, one of our biggest challenges is streamlining our processes. Our engineers work on payroll systems, retirement services, and pension services, to name some, for both small and large companies—and that’s just in the United States. Each country we support has different portfolio options for companies that integrate ADP products. Since we continue to evolve our technology, we’re never short on opportunities.
I worked at ADP for close to seven years the first time. When I returned in 2016, I got involved with a great project to aggregate multi-country payroll; we integrated with in-country providers, with internationalization (i18n) and accessibility (a11y) support. I’d spent a few years at The New York Times and then eighteen months at Google, and I was excited to bring that skillset back to ADP. At ADP, I’d always liked the people I worked alongside, and with ADP’s pivot to a technology-first company, I knew I could have a real impact here. In particular, I had the opportunity to implement continuous integration and continuous deployment (CI/CD), first with one group, then two, and now we’re looking at global implementation throughout the company.
CI/CD combines continuous integration and delivery practices, relying on automation to guarantee that code changes are efficient and that application deployments are reliable. With the project I was initially working on, we had teams in multiple countries and multiple time zones, and when you have such a large amount of people spread out like that, you need to stay efficient.
Before this project, to deploy in a QA environment, we needed a UI Development Lead and a Backend Development Lead to approve a deployment release request since they were the most likely to be aware of any issues that could hinder QA work. They had to give the green light and say, “Hey, this code is good to go.” But when you have 30 developers, things get more complicated since you have to merge multiple pull requests. On top of that, we have eight microservices in the backend and three micro frontends—the login, the old application, and the new application, because we’re migrating a few things toward a new Angular version. This level of complexity underscores why ADP needed a global, automated solution that can work for everyone—and why we started the CI/CD implementation via our GitOps project.
GitOps is an evolution of infrastructure as code, where you build the whole environment from a configuration/definition file, and it stays together with the application source code. Later, it can be run by machines and build new environments without human intervention. The idea of GitOps is to use tools that you already use every day, which makes things easier since you don’t have to add new tools to your stack or change how you get work done. Instead of emailing, messaging, or calling someone to say, “Hey, can you deploy that version for me?” now you do that using Bitbucket and make a pull request, make a commit, and merge your code. After that, everything else happens automatically behind the scenes, and you can skip trying to find people for approvals. Because both the infrastructure and your code go into Bitbucket—in fact, the whole process for a new release—we’re able to have a new deployment in 10 minutes for the local environment using GitOps once the code review is finished, approved, and merged. From that point onward, QA owns the release management for their environment; they control what goes into the environment without involving DevOps and managers, giving more autonomy for the team to manage releases.
We knew that having GitOps would make life easier for DevOps and allow them to focus on other things, like maintaining production and improving monitoring and availability. Also, engineers deserved to oversee their code. But we had to figure out the best way to introduce the new process. So, we started slowly to minimize disruptions with the current software development process and give people time to adjust to a new way of doing things.
We had to get developers over the fear of breaking something. Everybody wanted to be either first or last. If they were first, they wouldn’t have to merge their code, and if they were last, they could make sure everything was working before adding theirs. Until we got into a rhythm, it was a stressful time. But once the teams started adopting the new process, things changed dramatically in a positive way. Instead of making considerable changes in the last few days of a sprint, we slowly transitioned to making several small changes every day. And if something didn’t work, it was a straightforward process to revert changes. Since everything is on Bitbucket, we can see the previous versions, making the long-term management much easier.
I talk to team members often, and we’re in a sweet spot right now. What really helped adoption was implementing a process when everyone was ready and open to trying a new process. I prefer to lead by example rather than trying to force people to do something. But as time passed, we built trust when it became obvious the new system worked. Now people have the flexibility to start working in whatever time zone they’re in and look at our online chats to see what’s changed since they last looked. We even have a bot that judges the quality of a pull request. We have twenty to thirty deployments in our development environment every day, and no one even notices. And if we need to make a production fix, we can do it in 20 minutes using GitOps and our other automation tools.
I’m looking forward to the full adoption of GitOps globally. We have a lot of products on a lot of platforms, so that will take time. But there are a lot of exciting things happening right now at ADP. We’re an evolving tech company and developing a cohesive development engineering team. Since I’ve been back, I’ve seen the environment grow stronger. We communicate and share between teams, do a lot of cross-team collaboration, and help drive innovation and ideas through events like global hackathons. As we globalize and streamline GitOps, we are laying the foundation for our future.
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Tech & Innovation Blog
Roll Forward: How breakthrough products are redefining ADP as a tech innovator
Senior Leaders, Innovation, Future of Work
For ADP as a tech innovator, this is just the beginning of the journey.
Roll Forward: How breakthrough products are redefining ADP as a tech innovator
Roberto Masiero, SVP Innovation Labs
From my long tenure at ADP, I’ve learned that when a company gives you the latitude to move around—either within the technology space or from technology to business or sales—you get plenty of chances to reinvent yourself. And reinvention on the individual level influences the reinvention of the company as a whole, which I think we really see now with Roll™.
Roll™ is a mobile chatbot platform that uses AI and natural language processing technologies to anticipate users’ payroll needs intelligently. It’s the first-ever DIY payroll technology, and it’s so intuitive that our clients just download it and go; a lot of them never even talk to a customer service rep. But while we designed Roll™ to seem effortless, it’s the product of years of creative work with a unified team. The idea for Roll™ was to simplify payroll and HR using a novel UX and platform. I run the Innovation Labs at ADP, where we develop new products as quickly as possible. We’re a relatively small team, around 30 people from diverse backgrounds and with no hierarchy, allowing us to pull together tightly as a group. It’s important to me to have a flat organization because the moment you create hierarchies, you create ways to point fingers. In the way we work, everyone shares responsibility.
We came up with the product idea for Roll™ about four years ago when we were finishing up ADP Marketplace and wondering what to do next. At the time, most of our lab projects were satellite projects, adjacent offerings to our existing core services. I thought, “What if we reinvented the core?” We saw an opportunity to improve multiple facets of our payroll platform—the architecture, the design, the user experience. We had a chance to envision a whole new system.
We fixated on this idea of events—that everything done as an action within the system should be recorded as an event. In fact, we initially named the product “E” for “events.” For example, if you hire someone, pay someone, or terminate someone, we record each action as an event. This way, we know who did what, where they did it, what time of day, and from what device. All that information taken together feeds a machine learning engine where the system gets better the more it gets used. Instead of a system with a bunch of menus, forms, and reports, we imagined a vector of events where events cause other events. We basically built the software as a workflow.
But we didn’t stop there. We also wanted to transform the UI into something much simpler and more direct. People tend to design user experiences with a sense of engagement in mind, but that’s not what we needed here. We didn’t want people engaged; we wanted them to get the job done and exit the software. So with Roll™, the user goes straight to chat and tells the system what they need, and the software understands. If it’s to hire someone, change someone’s W-4, change a payroll schedule, the user asks, and the software guides them through the process using conversational UI.
We also built Roll™ to function 100% on mobile. We decided the UX would use a simple chronological timeline, similar to Facebook or Twitter. Clients love having one place to go to see their activity: “Yes, I ran payroll yesterday evening,” or, “Great, that new W-4 went through.” In addition to optimizing for mobile, we also wanted a strong desktop presence. We noticed our desktop users liked to grab info from the system and transfer it to Excel spreadsheets, so we decided to give them an Excel-like UX.
We finished Roll™ in July 2019 and got a pilot client in August. That fall, we presented the software to ADP’s executive leadership team. We got the feedback that we were sitting on something big that works for small to large corporations. But they encouraged us to focus on the smaller markets, those with one to ten employees. So we spent a couple of months designing an additional layer of software to cater to small businesses. In March 2020, we piloted Roll™ with about 50 smaller companies who all liked what we were offering, and then the executive committee told us to put Roll™ on the market and sell it as soon as possible. So we went from pilot program to full rollout in under a year, and today we’re getting dozens of new clients a day signing up for Roll.
A big part of what makes Roll™ stand out is integrating natural language processing with machine learning. We designed Roll™ to understand the mental model of our user’s meaning. We wanted the chatbot AI to talk the way people talk.
We brought in ADP’s business anthropologist, Martha Bird, and copywriters to advocate for the user, helping us to shape the Roll™ voice. We didn’t simply want AI to predict what our clients needed for payroll purposes––though that ability was definitely important. We wanted the voice of Roll™ to demonstrate human understanding. For example, Roll™ learned to respond more positively when addressing a new hire or giving someone a raise in pay, whereas it is more subdued when discussing termination. It’s that empathetic understanding that gives Roll™ an edge in human interaction.
On the backend, we decided that we didn’t want to run servers, or even containers, like Docker or Kubernetes. Instead, we made every event a function. The beauty of functions is that they only exist while that function is running. So our cost of running Roll™ is extremely low. Using cloud services and this idea of functions is another way Roll™ sets itself apart.
Of course, Roll™ didn’t come without its challenges during the development process. Fraud is something we have to consider whenever we engineer or develop a new product. But this is what I love about the Lab: We think of our challenges as opportunities to make our products better. How can we improve? How can we automate? How can we reduce the amount of burden on the system from someone trying to commit fraud? And when we meet a challenge, everyone jumps in to help. We either fail as a team, or we succeed as a team.
I’d say we’re succeeding right now, and the beautiful thing about Roll™ is that it’s always running. We change our models to pick up on new ways clients ask for things, and every new question pulls into Roll’s knowledge and experience. So the more clients we have, the better the software becomes. It’s an unprecedented level of automation.
A program like Roll™ can help further ADP’s digital transformation from merely a payroll company into a competitive tech company. What makes Roll™ exciting is that it almost creates its own category; it’s a technological solution no one else has. We can dominate this market and apply some of the same breakthroughs—machine learning, using functions—with other ADP products. For ADP as a tech innovator, this is just the beginning of the journey.
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Tech & Innovation Blog
Nice to meet you, virtually speaking through your R.E.S.U.M.E.
Women in STEM, Voice of Our People, Career Advice
Jyotsna M. offers her upbeat and positive approach to building a resume that gets results and showcases the one and only unique you.
The sun shines brightly, and we look to a new day where the world of work is digitally and virtually connected. If you are a recent college graduate looking for an opportunity or someone looking to change the career path to try something new, this is an exciting time to research, explore, and reach recruiters.
The unfortunate side effect of the pandemic is that the world is now predominantly virtual, temporarily suspending shaking hands and making connections over coffee. It is still too early for in-person career fairs at the fancy convention centers to resume, or the opportunity to walk up to a recruiter and talk to them. The world has changed, a bit too fast for comfort. For the opportunities posted, there are a lot more applicants.
Now more than ever, your RESUME creates the first impression about you and your skills for recruiters and hiring managers. Your resume will determine if you are a “possible candidate” for an opening with their organization!
A resume is not an itemized bullet list of everything you’ve studied, where you’ve worked, or volunteered. Chances are recruiters will not have time to read, review, and recap all of that to determine your candidate eligibility. So, let your resume do the job it was meant to do!
Something to think about: When was the last time anyone read a full newspaper? Yes, every row and column on every page, to get the news? You only scan the highlights, right?
Your resume has one objective: To make highlight your skills and make an impression on a recruiter, so that you get invited for an interview! That’s it!
Your R.E.S.U.M.E. needs to highlight accomplishments that are relevant to the job posted. So, you may need to customize it if you plan to apply for jobs in different fields. Start thinking of your elevator pitch in document form. Easy, right?
It’s OK to showcase your skills. You are the only person who can present your talent. You are the builder of your aspirations, and the driver of your career.
Visualize yourself walking up to receive an award, and the greeter announcing your specific accomplishments that led to the award. This is about you, so why hide your skills in a bulleted list? Shine your skills brightly enough to be seen.
Now, start writing your two-page resume to present yourself as a “possible and strong candidate.” Use the pyramid to guide your way. If it’s been a while since you last updated your resume, for creative ideas, be sure to check out the new resume templates on Microsoft Word or a similar editing tool. Give it a try, please.
Next, connect your resume with your digital presence on LinkedIn. Download the LinkedIn mobile app. In a few easy steps, you can create your digital signature with a QR code and save it with your photos.
Smart tip: When a recruiter scans your “Unique QR code,” they can see your accomplishments and connect through LinkedIn Messaging. Super cool!
We live in a digital world, yet the resume is still a PDF or even a paper copy. No problem! Simply, add your QR code to your resume.
Invest in yourself, keep learning, and add your skills to your LinkedIn profile. Show the world skills that make you a dream hire for any organization!
Do all these things, and, yes, soon, you will have that email or in-mail message from a recruiter asking to call you for an interview. That next opportunity is just around the corner. Believe in yourself.
Best of Luck!
Jyotsna
Jyotsna Manikantan is a Lead Product Manager, Portfolio Strategy & Operations, and is celebrating her 13th-year @ADP
Tech & Innovation Blog
Meet Anshuman: ADP’s Inventor of the Year
Inventor of the Year, Voice of our People, Career Path
Through ADP’s patent program, Anshuman’s name appears as an inventor on ten patent applications filed within the last five years, seven of which have registered.
Anshuman Gaur was named ADP’s Inventor of the Year. Through ADP’s patent program, his name appears as an inventor on ten patent applications filed within the last five years, seven of which have registered.
Since joining ADP 11 years ago in Hyderabad, India as a Test Analyst, he’s been an amazing contributor to our organization. We recently caught up with Anshuman to ask him about the patent process, his advice for other inventors, his cricket experience, and more!
What different roles you’ve had during your time at ADP?
I started as a Test Analyst in the Next Gen PayExpert team. From there, I moved to a business analyst role, and then a Sr. Business Analyst role within the same group. By this time, PayExpert had transformed into a single database Workforce Now (WFN) solution with HR, Payroll, Time & Benefits all running on the same platform.
In 2014, I moved to Alpharetta, Georgia, as a Product Manager for WFN shared products such as reporting, analytics, PaaS, etc. In this role, I had the opportunity to work on the launch of DataCloud, an HCM analytics product targeted at mid-market clients. After a short stint with the DataCloud product team, where I had the opportunity to pilot ADP’s compensation benchmarking and predictive analytics features, I went back to the WFN team as a Director of Product Management in Parsippany, New Jersey.
Video call with the team
In early 2018, life came full circle when I received the opportunity to lead the WFN Next-Generation product. We work on the future of work and pay every day, including some cool features like on-demand pay, punch to pay real-time calculations, etc. We have an awesome opportunity to challenge the status quo and lead in the market with a competitive next-gen offering.
In a nutshell, I’ve had so many roles and so much fun! 🙂
What did you think when you first learned you were ADP’s Inventor of the Year?
It was quite surprising, to be honest! Many great products and features are being built across the organization, so it’s an honor to be recognized with this award. Also, being on the same list as Frank Villavicencio, VP, Product Management, is an absolute privilege.
What’s your process for coming up with ideas that would be great for a patent?
That’s a great question, and something we focus on quite a bit in our day-to-day work. It’s a combination of client need awareness, market and competitive awareness, and problem-solving skills. I am lucky to have a great team of developers, UX designers, and product owners who bring these skills to the table. We look at how we can solve problems that give the customer a delightful solution and, at the same time, gives us a competitive advantage.
We recently filed a patent for a solution that not only eliminates some key challenges and pain points but also exceeds the competition. It’s worth securing those features with a patent.
What is the patent process at ADP?
It’s quite straight forward. Once you have identified a feature or an idea for a patent, you can submit an invention brief on our internal associate portal under the ADP Patent Program. In this document, you provide a brief summary of the invention, the problems it solves that couldn’t be solved before, and how the solution is unique.
Once this is submitted, IP lawyers make the magic happen coming up with claims, preparing the filing documentation, etc. You need to participate in reviewing these documents during the process. Once the application is submitted, you can easily track progress on the portal.
What advice do you have for other inventors?
We solve many large-scale problems here at ADP. Our inventions are unique to our size and our business, and so I encourage everyone to take a moment to ask a couple of questions as they discover new ways to solve problems:
“Am I creating an intellectual property?” If the answer is yes, “Does the solution solve a problem in a unique way that can be secured by a patent?”
These questions are a simple way to guide inventors through the decision-making process of securing IPs. There is no doubt that inventions are happening here. We need to take the additional and essential step in securing it.
What do you like best about working at ADP?
There are many things, from passionate people to amazing culture to great opportunities. But if I were to pick one, I would say it’s the large-scale problems that I love to solve working with various cross-functional teams.
What advice would you give to your 16-year-old self?
Don’t ever stop playing cricket no matter how hard and busy life gets! For the cricket fans out there, I used to bowl right arm, medium-fast.
What is your must-have app? Yelp & YouTube
Anshuman Gaur is a Senior Director, Product Management at ADP based in New Jersey.
Tech & Innovation Blog
Life Lessons from a Butterfly in Troubling Times
Thoughtful advice, Pandemic
It is springtime in New Jersey, says the calendar. A cool, 55-degrees Fahrenheit, says the Weather app. But somehow our world feels to me like it’s frozen in time. Instantly, the world as we knew it came to a grinding halt from a microscopic virus.
It is springtime in New Jersey, says the calendar. A cool, 55-degrees Fahrenheit, says the Weather app. But somehow our world feels to me like it’s frozen in time. Instantly, the world as we knew it came to a grinding halt from a microscopic virus, thrusting us into a sci-fi movie set where the concepts of time—hours, days, weeks, months—begin to blur, and we, the people, have scrambled to find ways to ride out the storm.
With each passing day bringing hope, we accept grace and guidance to truly connect to what matters and be generously more kind, helpful, supportive to understand one another. The virus has not disappeared and faded to a distant memory (how we wish!) Yet, we found the strength to know that this too shall pass.
With the sunshine, a new day begins with bright blue skies, beautiful spring blossoms, and then come the butterflies, a precious gift from nature.
I am sure the butterflies and flowers have been there all along, yet, we have found the time to watch them dance and glide from flower to flower with delicate grace.
While we pause to watch the butterflies, we cannot stop thinking about the prolonged impacts triggered by the pandemic. We are suddenly thrust into an unfortunate economic situation layered with layoffs and furloughs across the globe, friends, family, and people we know at work, or in our connections, impacted.
Especially in the current situation, layoffs, and furloughs are often not personal and are not reflections on individual performance. Please know that as hard as it is for anyone impacted, it can be harder for their employer and their managers who suddenly have to part ways with their people. For both employer and employee, regardless of the duration of association, it is essential to fill that moment of separation with grace and gratitude for shared opportunities and accomplishments.
Yes, emotions run high, and there is pain we cannot wish away. Still, please refrain from burning the bridge or kicking the ladder that helped you climb in your career. It is a small world, after all.
Now more than ever, if you know someone who has lost their job, please extend your grace to connect with them and wish them well on their journey onward.
It only takes a few minutes to reach out. Hearing your voice and knowing you care matters more than you know. Genuine reflections of your kindness will bring them the hope they need to help them in their career journey.
Share opportunities to expand their network connections and maybe even guide them on some easy learning, volunteering, and mentoring opportunities for them to lend a hand to support our bigger community.
We are entering a new world, and in time and together, we, the people, will learn to be agile to adapt and adjust both at work and in our life. For now, stay positive and think of this disruptive time as a break to rest and re-invest in yourself, an opportunity to open to new possibilities. Soon enough, a new day will come with promising sunshine just for you!
Yes, a career is a journey that brings amazing people together to build relationships that last a lifetime through the rest stops, detours, and adventures. Like the butterflies, we have an opportunity to expand our circle of influence and our network. Enjoy the journey and be happy always.
Are you the butterfly caught in a strong wind? If so, exit with grace and gratitude. When the winds calm down, and you start your next flight, Always Believe in Yourself. Know there will be other gardens and wildflower patches that await your arrival when the time is right. In that place, you will once again dance with friends and make your music in your own way.
So, the break is time to Rest, Recover, Recharge, Re-Ignite, and be Ready. Best of Luck!
Stay Connected,
Jyotsna
Jyotsna Manikantan is a Lead Product Manager in Roseland, NJ.
Post originally appeared on LinkedIn. Edited and reprinted with permission.
2020 Vision: Data Security Trends for the New Decade
There are four major trends to consider for your data security planning as the new decade begins.
Cyberattacks aren’t slowing down. In fact, both the number and the cost of attacks are increasing as the new decade dawns.
To combat these current and emerging threats, it’s worth looking back on the last 10 years. What technological advancements sparked the need for improved information security (infosec)? What’s next for attackers as defenses become more sophisticated? And which data security trends offer actionable “2020 insight”?
Retrospective Risk
According to Kim Albarella, Senior Director of Security Advocacy for ADP, significant cybersecurity shifts came about in the wake of events like Y2K and 9/11. “Companies started to get nervous that systems wouldn’t function properly,” she says.
Ten years ago, server and mainframe protection were top priorities. “While there were Blackberries, not everyone had one. iPads were just breaking out. Mobile was remote, but not widespread,” Albarella says. “Infosec was just starting with firewall protection, server protection and physical protection of data centers.”
But existing server protections began to fail. From whistleblowers to commercial breaches to widespread development of ransomware tools, changing conditions made data the battleground of enterprise IT. Attackers were always one step ahead and always finding new ways to enter systems. Businesses deployed intelligent, adaptable tools capable of detecting malicious resource use and network access, and in response, malicious actors leveraged fileless malware. Users moved to mobile, and cybercriminals followed with SMS threats and fake applications. At scale, organizations moved to the cloud, using increased resource availability to boost total security and enhanced connectivity to drive mobile adoption.
Now, experts predict greater personalization of attacks as protected data is leveraged to modify user behavior. More blunt-force breaches are likely as well, as hackers are now seeking simple routes through the increasingly complex Internet of Things (IoT) and other perpetually connected systems.
The last decade made it clear that change drives IT’s advantages and adversaries. With the benefit of “2020 vision,” we can observe four consistent data security trends from these years and move into the future of IT innovation with an informed perspective.
1. Handling the Human Factor
Human error remains the leading cause of data breaches, reports Kaspersky Lab. As Albarella points out, “We’re social computers, easily hacked.” Psychology matters as much as physical or digital data defenses, and if hackers can tap into our knowledge of critical network services, corporate email lists or personnel files, all it takes is “one trick, one click” for hackers to compromise key systems.
Ten years ago, this often took the form of easily identifiable scam emails offering large sums of money to unsuspecting staff members in exchange for seemingly innocuous information. Today, many of these messages are seemingly sent from the C-suite; as Albarella notes, “It’s going to get much worse with deep fake videos that are nearly perfect.”
But it’s not all bad news. Humans can act as both protectors and points of compromise. Albarella recommends investing in regular online and on-site training to help staff recognize potential threats and respond accordingly.
2. Getting Back to Basics
In the decade of databases, patching was priority No. 1. By applying patches to all connected systems, organizations could deliver security at scale to combat potential attacks. Today, the rise of remote workers and third-party providers means there’s no way to ensure all endpoints are equally well-defended, which creates a golden opportunity for hackers.
Here, Albarella recommends getting back to basics. “Don’t focus on what you can’t control or the most remote scenarios. Focus on the doing the rights things with the most impact today,” she says. But what does that look like in practice?
Patch everything — You may not get to every desktop and device, but the broader your updates are, the better your defenses stand to be.
Deploy the right tools — These should include advanced firewalls that can handle both cloud and local traffic and respond automatically to suspicious events.
Implement multi-factor authentication (MFA) — With mobile devices now being an essential part of business operations, MFA can frustrate front-line attackers without negatively affecting staff productivity.
3. Jumping the Generation Gap
Social media has become a driving force for business success. Albarella sees the “social paring of all functions creating another attack surface.” From Facebook to Twitter to LinkedIn to purpose-built, in-house social networks, “Employers must integrate social media — just like the cloud or big data — but they need to defend it.”
This requires policies and procedures capable of jumping the generational gap. While older employees may not understand how to use new tools like TikTok or Instagram, younger staff may not recognize their inherent risks. With social sites now being mined for data by attackers, organizations can’t overlook the need for clear directives and detailed best practices.
For example, it’s worth describing exactly what is permissible both on and off the clock. From posting on corporate accounts to sharing files for collaboration, be clear about your guidelines and the specific consequences for failing to comply with social policies in order to defuse potential attacks before they begin.
4. Developing a Disaster Plan
Finally, Albarella points to the need for resiliency plans that answer key questions, including, “Where’s my data? Who can access it? When? How?” Since pressing cybersecurity concerns are cropping up in real time, organizations need disaster recovery plans that can address the impact of attacks at scale but also focus on specific outcomes, such as recovery time objectives that get local resources back up and running.
Bonus Round: Small Businesses
Big corporate breaches regularly make the news; smaller businesses are often ignored. But as Albarella notes, the majority of cyberattacks are aimed at small businesses. SMBs need procedures in place to notify both staff and compliance agencies of any potential breaches, and they must account for the disparate nature of their networks: How do they secure remote workers? Public Wi-Fi connections? Portable hardware and Google docs?
While the same four data security trends apply, the best-case scenario for small businesses often lies with outsourcing: Finding trusted third parties to improve data defense without breaking budgets.
The last decade saw technology — and attack vectors — advance at breakneck speeds. While the next 10 years will naturally offer their own unique challenges, the trends outlined here will remain foundational elements of 2020 infosec success.
