Building an Innovative and Multi-Faceted Approach to University Recruiting

The ADP Campus Team did not let the second year of virtual events deter them from engaging with the students. In fact, their tenacity and determination, ensured another successful recruiting season. They stayed the course with ADP's core school strategy and diversity partnerships such as Grace Hopper and Afrotech. The team held information sessions, resume review/critique workshops, mock interviews and panel discussions with alumni from that particular school they were "visiting." The team attributes their success to a continued concerted effort, hosting numerous events at each school throughout the semester. In addition, another early-careers recruitment strategy that ADP has is their four HCM Academies at their core schools in their strategic locations. ADP has partnered with University of Texas El Paso, Arizona State University, Old Dominion University and the University of Central Florida in building a curriculum that provides students the opportunity to use ADP HCM software in their lab & engage with ADP leaders who present on relevant topics, highlighting real-world scenarios. The goals of the academies are to promote the ADP brand on campus, offer internships & full-time opportunities, and overall, provide real world learning for students to take with them, regardless of what company they begin their career with. The ROI for the academies is not measured by the number of students ADP hires, but rather, building HR professionals for the future of work.

Crafting a Standout Candidate Experience

The Campus Recruiting team at ADP prides themselves on the level of service they provide to each candidate to ensure they have the best possible experience. From the initial phone conversation, to the prep-call prior to the hiring manager interview, to the follow-up feedback call post-hiring manager interview, the team lets the candidate know that they are "their person" and that they will be with them throughout their journey. That journey doesn't end after the interview process, a keep-warm strategy is in place to keep the hired candidates engaged until their start date, which in most cases, is nine months after they've interviewed and were offered the position. In addition, follow-up surveys are sent to both the candidate and the hiring managers to ensure the candidate's experience as well as the hiring manager's experience was the best it could have been.

Moving the Needle on Diversity & Inclusion

The ADP Campus Team has proven that hiring diverse talent at the entry-level stage is the best way to move the diversity needle forward across the entire organization. The hiring of underrepresented talent for their Global Product and Technology program is outpacing the current IT population. The team's success is attributed to their focus on partnerships with HBCUs, HSIs, national partnerships such as Grace Hopper and AfroTech as well as grass-root efforts at their core schools with diverse student organizations. The diversity recruiting strategy has become part of the fabric of the overall campus strategy; it's innate, not forced, nor deliberate, it's just what they do!