Automatic Data Processing will hire a thousand pros this year
"We're in the IT industry and we're continuing
to innovate, so our new hiring needs are part
of our business growth," says an exec
Automatic Data Processing Inc (ADP) expects to hire a thousand new IT pros at locations around the world in the 2012 fiscal year that begins in June. This will be a 15 percent increase over 2011, says Lisa Sherr, director of branding, communication and staffing metrics for ADP's diversity, inclusion and staffing organization.
"It takes a dedicated IT and engineering team to create and deliver advanced business solutions for our clients," notes Erik Matz, senior director of staffing for technology. "Our IT and engineering specialists drive the innovation of our products and services, and their work is crucial to our success."
"We're in the IT industry and we're continuing to innovate, so our new hiring needs are an essential part of our business growth," Sherr says. "We are also expanding our GlobalView product for multi-national clients. It's a platform that deploys and streamlines companies' HR operations in multiple countries and is definitely a growth avenue for ADP. So a significant number of our new hires will be working in that area."
ADP essentially created the payroll processing industry single-handed sixty years ago, when "two guys in Paterson, NJ started up a small office above an ice cream parlor," Sherr says. Today ADP is a $9 billion company offering a wide range of HR, payroll, tax and benefits admin solutions. "There's much more to ADP than just payroll processing," Matz observes.
"We're always thinking about how we can exceed our clients' expectations. Everything we do is focused on that goal," Sherr declares.
ADP works with small, mid-size and national clients. IT pros work in areas where fast-paced innovation is common, from mobile technology to open systems. Specialties include product developers, software engineers, DB admins, business and systems analysts, IT architects, network engineers, security pros and many more, Matz reports.
Sherr and her team have taken a new recruiting approach to ensure that everyone understands the full picture of ADP's solutions and innovations. Using social media, they have designated several "talent community managers." The idea is to encourage people to sign up via social media to learn more about ADP; then the recruiters message them, and they can have exploratory chats on Facebook, LinkedIn or Twitter and view videos on YouTube.
Recruiting chats include diversity topics, Sherr points out. "We embrace diversity in all our recruiting activities. We just conducted a sizable digital media campaign for sales and service jobs targeting minority candidates: African Americans, Asian Americans and Hispanics." Veterans were also included, and "We looked at women for sales and service positions."
ADP recently did a four-month recruiting campaign in ten cities where it's difficult to hire minorities. The campaign included banner ads on ethnically focused websites. "We got phenomenal results, with 20,000 visitors in the span of the campaign," Sherr says.
The company also finds new associates through an employee referral program. Recruiters attend industry conferences like the JAVA Symposium where ADP was a sponsor, and recruit at many HBCUs and other minority-serving campuses, as well as events put on by the National Black MBA Association and the Women of Color STEM Conference.
Once hired, new ADP associates go through an orientation where managers are encouraged to discuss diversity and inclusion and what it means for their teams. There are seven regional diversity councils, each headed by an executive, and more than twenty local councils. For example, in New Jersey alone ADP has three main campuses, each with active diversity champions. There are also Hispanic, African American and LGBT groups with enrollment open to all.
Since ADP is such a strong IT company, many jobs can be done via a virtual work model for flexibility. These folks, who work outside company facilities, are encouraged to form their own affinity groups, which ADP calls "associate resource groups." Additional associate resource groups are under discussion.
Each of ADP's five business units has its own mentoring programs, and there are also more specialized programs like Women in Leadership, where female associates "network with and mentor each other," Sherr says.
Since ADP is a global corporation, many of its community outreach initiatives also tend to be global. In one example, associates worked with offshore counterparts to donate computers to schools in India. In Hyderabad, associates adopt local schools and help provide tutoring, educational materials, infrastructure support and basic medical supplies to over 1,900 children in ten primary schools.
Local community involvement is also plentiful. In branches throughout the U.S., ADP's CIO, Mike Capone, is the executive sponsor of an annual walk to raise money for the American Heart Association. A number of ADP executives are also involved with Habitat for Humanity, Dress for Success, and revitalizing urban schools.
"At ADP, every person counts," Sherr concludes. "We embrace all backgrounds, perspectives and ways of thinking to achieve the vision we have for the company. This is why we can continue to innovate and be great."