In this episode of Life @ ADP, we chat with Alfred Posis, Senior Talent Acquisition Business Partner for ADP’s campus programs. Alfred talks about the power of first impressions, the structure and impact of ADP’s internship programs, and how ADP is committed to nurturing talent through meaningful experiences. If you're a student or recent graduate exploring career paths, this episode is packed with practical tips and insights to help you on your career journey.
Kate:[00:00:04] Hey, Ingrid, it is another episode of Life at ADP, The Podcast. I am so happy that we're here today. I always love sitting down and chatting with you, but as you know, we have a VIP. But before we bring him up to the imaginary stage, if you will, how are you today?
Ingrid: [00:00:22] Hey, Kate, I am doing super, super awesome. I get to, you know, be back here doing the podcast with you, my friend, my coworker. And also, we have really, really, really good information today and a super, super VIP guest, as you mentioned. So I'm doing awesome.
Kate: [00:00:40] And you're right, with the information that we're going to talk about today, this episode is going to be. Well, it's going to be interesting regardless. We know this, right? But it's going to be particularly of interest to those of you who are currently in university, in college, maybe even high school, thinking about what your future professional career will be like, could be like. Or perhaps you know, someone within that college age demographic. So I without further ado, I have to bring Alfred up onto this, onto the stage here. So welcome, Alfred, our Senior Talent Acquisition Business partner at ADP, who focuses on campus and internship recruiting.
Alfred:[00:01:23] Yes, too kind both of you. I am so happy to be here. So. Hello, friends. It's kind of weird because usually I'm the one doing the interviewing, asking the question. Now I'm on the other side. I kind of feel like I have to make sure I have a perfect elevator pitch to make sure I have the STAR method down. No. But I'm actually guided, right? And I get my elevator pitch to you both. And to those listening, my name is Alfred Posis. I am a Senior Talent Acquisition Business partner at ADP, endearingly referred to as campus or university recruiters within the industry. But aside from recruiting, I also manage internship programs in the spring and our largest program in this summer, our GPT, or Global Product and Technology internship that's coming up this summer already. I started at ADP seven and a half years ago, here in the Norfolk office, in Virginia, which is where I sit and still here. And I started in Small Business Services, SBS, is what we call it, in the payroll side of things. So I was a front-line associate helping clients day to day for around three to three and a half years before then moving into where I am today in talent acquisition. I actually had zero formal recruiting experience and the only recruiting experience I had with through the Associate Referral Program, which we have internally over here, right. So a little shameless plug, but I was pretty much it was a part-time gig. I was referring so many friends, so many people.
Alfred: [00:02:56] I saved up enough money to put a down payment on my house. It's right around the corner from the office. I just walked to work. So it's real money, the Associate Referral Program, but now I get to do it for a living as one of ADP's campus recruiters.
Kate:[00:03:11] That's amazing. Alfred. And for those of you know who listen to our intro. Now, you know what I was teasing about campus and internships. We have the person here, to talk about all things that. But also, I can't help but think your energy is just infectious and you have to be such a pivotal person for all of these people's careers at such a critical stage of their career. Have you ever thought about that, like the role that you play shaping future associates?
Alfred: [00:03:45] Honestly, when I look back, it's like, no pressure, right? But yeah, like I think it's so important. And it honestly what keeps me going because I know you people have probably heard it. I know my senior director was on here in the past. Lisa, and she says it's all the time. And it rings so true that you know your first job offer after graduating, you will never forget it, right. I remember mine. And, you know, for me and my team, we get to do it almost every day to offer that. And it it never gets old. Overall, the job itself, of course. It gets pretty monotonous, right? We go through the process to do full cycle recruiting for when we meet you on campus, or if we get a referral, we go to the interview, we go to the hiring manager interviews all the way until the final decision.And we do that for every single candidate. So, yes, it's a long process. But when we finally get to extend an offer, all that work, all that time, it's worth it. And it never gets old. And honestly, when I talk about it, it's, it's emotional. And I remember every single offer. I get to extend it.I can speak on behalf of my team, and it's an incredible moment. And to be part of that, it's so fulfilling. So yeah, right when I look back, wow, it's a lot of pressure, right. When interacting with these young professionals about to embark on their next step and that conversation can change their future. So I'm just excited to to to, you know, be part of the process.
Kate:[00:05:21] And we're super excited to have you, you know, and I speak on behalf of ADP and I'll share two quick things. One, when you and I first met in person, it was at a very large tech conference for women. And it was offer day. Vividly. Remember I met you a couple days before that, but it was offer day and the smile on your face, you were beaming and there were people receiving their first job, that offer ever. And that has been embedded in my mind. And I just it's, it's moving.
Alfred:[00:05:54] I still think it's moving, right? Totally. There is so many people. All right, we're in Florida. It was so many people. It's a huge convention. And I still remember, you know, right before, you know, getting ready to to have that conversation, who's who's, you know, getting the offer and it was the most exciting time because I remember, you know, I, I remember it was a long week, right. Or a lot of work into those events. And the were on pretty much 24/7 for like four days straight. So it's very taxing, but it was well worth it when it finally came down to the offer. So yeah, I definitely remember too.
Kate:[00:06:33] Yeah, absolutely. It was like it was yesterday. And yet it wasn’t. The second thing I wanted to mention is, you know, I'm sure Ingrid, you're sitting here, kind of. You have to be reminiscing a little bit because you yourself came to ADP through being an intern.
Ingrid: [00:06:53] Yeah, yep, that's totally correct. And, as Alfred was mentioning, you know, I think one of the first things that impacted me about ADP was, my experience that I had at the time with their recruiter, right. So, it was just it was just a really good experience that inspired me to continue the journey and to learn more about ADP as a whole. But also, you know, how I could bring my skills, into the company. So, yeah, it was it was definitely a really good experience. And again, you have to thank a recruiter for for those first impressions, right. And for creating those, memories when you receive those, offering letters.
Alfred:[00:07:35] It's, it's a different process, right. Especially from other counterparts that are not in the campus function. I would say, you know, the experience kind of candidates. I'm sure for you, Ingrid, looking back, the whole process, the whole hiring process, it's an art. You have to understand it as a recent grad, it's another layer of pressure trying to figure out how do I even apply, what roles are out there, so it makes it even, more of a unique experience, but also challenging when you don't know what the process is. So I love that ADP has a recruiting channel where we want to invest in young talent, fresh talent. And hearing your story, to me, I'm so proud to be part of that process, be your first insight to ADP.
Ingrid:[00:08:20] 100%. Alfred, I, I you know, agreed with that, for sure. And one of the other things that I was thinking is, coming into ADP, it wasn't just a one-time offer, right? You're coming in and you're doing your internship. I would say a lot of those internships land into a full-time position, right. And it's something that well, obviously I started here as an intern and I'm still here, but it was also something that caught my attention how they seeking to, you know, create this talent pipeline. And if you could, you know, talk to us a little bit more about that process. Maybe what the internship programs we have and those full-time opportunities. That would be super great.
Alfred: [00:09:03] Definitely, So I mean, simply put, you know, what is campus recruiting first, right. Taking a step back. Basically when an organization sends out a representative, right? Me. right, or any one of my teammates or a college or university campus to source talent, specifically off these students nearing graduation for career opportunities. And within that strategy, that includes engaging with the student, definitely engaging with the career services people, right, their team for that school, and for us at ADP, maintaining a positive presence on campus, right. A consistent one by way of career fairs, workshops, informational sessions basically act as a bridge between the school and the organization. At the end of the day, we're still recruiters and we're giving roles and then we got to fill them. So what ADP specifically, we do exactly that, we're hiring internships those who are rising seniors or seniors, depending on the program that we have. And then, we have a couple, depending on the office, development programs. And then, of course, our full-time opportunities upon graduation and predominantly across, all of our offices, it's going to be the client facing role. We are helping clients day to day. Depending on the product, depending on the size of the business, and then ADP overall in terms of where we're hiring, we do cover specific markets, which includes all seven OneADPs, right.
Alfred: [00:10:27] We have El Paso Texas, Tempe, Arizona out west. We got Augusta, Georgia, Orlando and Miami in Florida. And then I sit over here in Norfolk, Virginia. And I also watch Louisville, Kentucky from afar. So shout out to Louisville. So that's seven right there. And we also cover other big sites. So, you know, I can speak for US and Canada because we also cover Toronto, Canada, our office over there, and then Alpharetta, Georgia, and then also our headquarters in Roseland New Jersey. The reason being we do follow a hybrid model, right where we come in three days a week in the office and the rest remote. So we want to make sure it's a reasonable commute, for students, especially those within the area. So we partner with local schools close by. And then that's where we build and really foster a strong partnership. So that's kind of the foundation, right. What makes us different from all the other functions of recruiting. So with that said, the internship programs, we have them all throughout the year. The most important thing, especially for it to be approved, right, we want to make sure we convert the intern first, right. That's like a prerequisite when we talk to leaders, can you actually offer them a full-time opportunity. This is not just we'll be like quote on quote cheap labor or free labor, right? All of them are paid, right? You are going to get paid as an intern at ADP. But really we want to convert you full time, right, full time opportunity after that experience. So depending on, you know, the work business unit or, you know, what we call departments here at ADP, it's kind of all vary, the opportunities. But for the most part, at least the ones that do exist, we are wrapping up our spring program, literally this week and the next week, across all our one ADP's and a lot of those roles, or business units, are going to be helping clients. Depending on a product, whether or not that's payroll, retirement services, benefits, across the board. And it's a 12-week program where they're all seniors and they get to work on a meaningful project, things that leaders and associates, you know, your day gets busy because you're helping clients, right. So there are so many projects, so many updates and processes that just gets put on a shelf. So when your intern, that's when you kind of pick that back up, right. And that's what your intern works on today are with us for 12 weeks again. And at the end of the program, they get to present what the what they've done with their BU or business unit has gained from their time being with us and most importantly, what they gained as a young professional about to graduate from their experience with us.
Alfred: [00:12:59] And if you do everything right, their leader has given them great mentorship, great guidance, as a campus recruiter, we also managed the program, we gave them a great engaging program. Of course, their experience is going to be positive one. So at the end, the cherry on top, even better is that they get a full time offer, right? Or at least an opportunity to interview for a full time offer. And honestly, that echoes throughout the school because, you know, they got friends back at school, right? They're essentially our campus ambassadors going back on campus, and they tell all their friends, they tell their career services team, the faculty, the teachers, that they've had an incredible experience. And that intern, you know, builds our brand. And so, when there's more opportunity, we already have a pipeline of candidates for both internships and full time.
Kate:[00:13:45] I kind of want to go back in time and yeah, apply to be an intern, just experience this, you know, working, you know, through you and your team and just the overall ADP experience. And I really also like how you, you know, there's absolute accountability on part of the intern. You know, they have to show up, do the work, represent themselves as someone who would want to potentially be a full time ADP associate. But there's equally accountability on ADP to ensure that the work is meaningful, there's mentorship being provided, as you mentioned, you know, and that this isn't just a stopgap to fill, you know, workload needs that might be happening. You know, this is really an intentional role within the organization. So that's just that's just really incredible. So here's a question, so when students come to ADP why why do they come to ADP. And maybe I should back that up actually, what do they know about ADP. Like I have to imagine you know being on campus you've heard some interesting questions.
Alfred: [00:14:57] Absolutely, no, I think when I first started right, when I started get on campus. And you know, I think it's a career fair and talking, you know, in front of classes or we call them tabling, right? Where we just set up a table in a busy area. In the beginning, definitely our name wasn't as strong. We get confused for another company most of the time that has a very similar, set of letters for their for their acronym. You know, when I started maintaining again, a positive presence, right, coming through every day and making sure I connect closely with professors. Especially in the school of business, we also have, corporate partnerships, within a lot of our partner schools, we call them ADP Human Capital Management, or HCM Academies, and right then and there is an easy way to connect with students and bring out speakers right on campus. They do get exposed to our software, they they go through the same kind of training modules we do as internal associate. And again, they have direct access to talk to us. And from then on, our name has, been pretty recognized. They know who we are, they know the opportunities. But as far as when they come to our booth, especially they know our name, right? They know generally what we're about as a Human Capital Management company. It starts clicking because a lot of them also have part time job. Wait, ADP, I see that on my, my app. I see that on my pay stub. And like there it is right, you're an end user, as an ADP client, you know, depending where you work part time. And then that's what the conversation starts flowing. So I know especially you Kate, the marketing, the branding side, you understand this world. We are a little more quiet in a way, right, in terms of our branding.
Alfred: [00:16:46] But we are recognizable, especially when they look into, what we actually do. And I bring up that, fun fact about ADP, where 1 in 6 U.S. workers are paid by the u, the ADP product. And it's so true because once you start talking to student about who we are, I would say most of them, they're like, I know what ADP is, that is our payroll, that is our our human resources. That's how I clock in and clock out. So yeah, so what you do our job right at the campus recruiter in our markets, our name is, easily recognizable, on campus.
Ingrid:[00:17:23] Hey, Alfred. And speaking of questions, I’m curious to know what are those most asked questions by candidates? Can you tell us?
Alfred: [00:17:30] Yeah. If you’re looking back when I was a student, of course, my main thing was with my salary, right? Like what, where am I going to work? what type of role is this? and I think that pretty much still there. Those are the questions students do ask and should, right. You should know that stuff, or at least figure out, so you know, what you're getting yourself into. But now this generation, they they are more curious about work life balance. They do ask me that a lot. What’s the work life balance look like at ADP or or they kind of say a general term like what is the culture like at ADP. And I think for me, I love getting those questions. It really shows that they care more beyond of course, money is important. Money talks. But there's so much more to that, this is going to be your career, right? This is going to be your life hopefully for a good while. We all go to school for one main goal, hopefully one main goal, which is to land a career. Some just go to have fun. But of course, we all go to land a full-time opportunity. And so I love getting those questions because then I can then talk beyond what the day to day, because I don't know Kate and Ingrid at the end of the day, right, without our culture, without our inclusive, engaging culture, it's an office job, and I tell them that. I it's, you know, you're working with clients, you're working in front of a computer, 40 hours a week, right? You can't get away with that. That is our business. But ADP puts so much, a conscious effort in making sure we actually enjoy the day to day. That, the people that we get to work with, you know, you Kate, you Ingrid, I get to work with you both. That to me, it's huge that I enjoy my coworkers, right, my colleagues. And another big aspect is your leader. Every leader that I've worked with, I had around five throughout my career. Every one of them was instrumental in my career, and I knew they cared about my well-being.
Alfred: [00:19:31] And I say this to students all the time, especially when I talked about I talk about my career, at, at ADP. I'm kind of the type of person where if it ain't broke, don't fix it, right? I get pretty stagnant sometimes. Where, if I'm happy, I like my team. I like my leader. I'm just going to do my job. But my the leaders I've had in the past and who are still here, I attribute so much of my success because they pushed me and they knew the strength that I have. And you pretty much be the best version of myself. And so I'm so thankful for that. And to me, that overall, our culture, right up, of of developing associate internally and, and the career that's so important. And so I bring that up to, to students, that yes, at the end of the day you get to work with clients, right. Or if you're in finance or in tech, right. Some of the other roles that that I hire for as well, office job, 40 hours a week, I come in three days a week, two days at home and do your job. But the culture of, you know, having, a great team, a great leader in the opportunity to grow, that's so important. I've experienced that myself. And so those questions, again, have become in pretty much commonplace when I talk to students and they're like, Alfred, what is the work-life balance? What is the culture like at ADP? I'm so excited to answer it because it rings so true. And I get to talk about, you know, what I've experienced as an associate at ADP. Yeah. So that's a big it's a I at least nowadays most common questions, right, about our culture.
Kate:[00:21:00] And Alfred, it's funny because regardless of the topic that Ingrid and I have a podcast on, okay, we could be meeting with a tech leader, our chief economist, it does not matter, the topic somehow always comes back to the reason people stay, or even the reason that people came is because they heard the culture at ADP was so great, and the people are so great and they stay because of that, right? Or if if they came because the opportunity they stay for the culture, the people. That is just something we hear time and time again. And, you know, you would also mention earlier that as far as branding goes, we are a very humble company. We we lead with our values, right? Which are we're service driven. We always lead with integrity. So so we're not going to be that company that's, boastful about how incredible we are. But but what candidates will see if they go to ADP careers, whether it's the website, whether it's our social media, which is also ADPCareers, maybe it's our YouTube channel, ADPCareers. You know, they will see that story and that narrative, you know, woven throughout everything, just organically, which is so incredible. So while we're talking about impressions, Alfred, for people who are listening, who may have someone who's interested in an internship campus, what would you say are the things that you look for? As you know, first impressions, meaningful first impressions?
Alfred: [00:22:40] Yes, definitely, I think I would say it's pretty similar to all my other counterparts in talent acquisition, when we talk to a candidate. But for me, apart from first, having a great elevator pitch, it's so important, being able to do yourself to go over your accomplishments, right. That that you're about to graduate and your major, what you're interested in, that obviously very big for me that you know who you are, as an upcoming young professional in the real world. And I know, again, that goes, the same for the other functions where you would have to have a great intro who you're who, who you are. Second, you got to know ADP is, right. And that's with any candidate. You got to know the company. You got to do your research, be prepared. And then third, more research in terms of what opportunities are even out there. I get so many students come through, they introduce themselves really well. They know what ADP is, but actually they don't really know what opportunities we even have. Obviously, that's why we're here for, as recruiters. But to me, it it's nice to see that you actually went through the website and saw that we actually do offer internships, right? Because what if we didn't offer internships and you're just literally talking to us just to talk. And I like all of that because it shows how prepared and ready you are as a candidate. And again, I know other functions look into it, at least the foundation first when they talk to a candidate. But beyond that, for me as a campus recruiter, I also love looking into the potential. It may not be perfect when you introduce yourself to me, you know ADP enough that wow, yeah, that was part of my that was my payroll for a part of the company that I worked part-time in or I do see or have an internship, but I'd love to know more, right.
Alfred: [00:24:16] For me, when you are excited, you have energy, you're fun to talk to. You're in a way, I love when I talk to students, I don't know if there’s another, humble, right? Like just fun to talk to, yet to have so much accomplishment but so humble about it too. I love that! And and to me, that's what I really look for because overall we can train you on all of our products. But we can't really train those interpersonal skills, those things that come, you know, naturally to someone, you know, those people skills. And so I think that's what makes my type of candidate or campus candidate even more special. That potential, right. And hopefully we can invest in that potential and you can do great work for your career. So that is for me, first impression important. But what's also unique to my scope of candidate is that a lot of them, I also meet them as freshmen and sophomores, right at underclassmen. So, yet I know when I meet you that you're not ready. You're still what we call our recruiting green, right? You're not ripe yet, which is, which is normal. So really, I have to look at the potential, and so, I love those stories where I meet them as sophomores and then, you know, as seniors, I get them an in or not me. I'm in the process, and they get themselves an internship at ADP. And it's an incredible feeling. And I just have presentations last week for for interns. And it just took my mind, right? Because, you know, nowadays I feel like I have so many children. But, you know, they were like Alfred, in the presentation, they're doing a thank you, It's like I talked to Alfred two years ago, and now I'm here as an intern. And, you know, I, I felt emotional, right? I was like, you’re right. We've been talking for like 2 to 3 years. And so stuff like that. I have to look into the potential, and then that what makes me then push them to the next round, for the interview. Yeah. So that from me as a campus recruiter person is important, but also the potential is what I look into.
Ingrid: [00:26:18] Alfred, that’s honestly, that's just so amazing. I could feel how passionate you are and I love how you take the time to, nurture the talent, right. So I just honestly, I just feel so happy that I'm here and and get to listen to you, to your process. And again, you know, a good impression, not only for, you know, what you get from candidates, but also how they get that amazing first window into ADP through you. So thank you for that, that's super amazing. And since we're talking about tips and all of that, what do you be able to, you know, give some advice for, early career, someone who's looking into ADP, an internship or maybe advice for anyone or any stage of their career?
Alfred: [00:27:07] Yeah, no, thank you, Ingrid, that was so sweet of you. I, my my biggest advice because I put myself in their shoes right, at this point, I graduated 2015, and that's a decade ago. I looking back, I feel like I just graduated. But no, I put myself in their shoes. I remember what it felt like to figure out what I want to do in my career. And it's like, what am I looking for in this company? Or like, I actually like this part. It's so overwhelming. My first big piece of advice for students, no matter what year you're in, right, freshman and senior, take advantage of your career services team. That's huge. I didn't really look into those resources until I was a senior. At that point, I would have had a stronger advantage being, okay, gained or having, terms of marketing myself, I would have an advantage overall. But if you start early when you are a senior, it's going to be second nature, when you introduce yourself to companies or when you go to career fairs and talk to recruiters. And when you go on LinkedIn and make those connections. So I always say it's never too early to to prepare for the next steps in your career serve the team is there. And after that, that's how I find a lot of them as a campus recruiter, because we work really closely with our career services team, and I get to connect with all these students who are really actively involved. And that's huge. Yes. Once in a while I find a great candidate just through the application and go from there. I do get referrals a lot from other associates. But a lot of, you know, my pipeline is generated from the students who do seek out. And that's huge, right? It just you have to take the time to go out there to the school. You're already paying tuition, it's part of it already so take advantage of the career services and of course, the professors that, you definitely are close with because they advocate for you. So full circle, the professor I put down as a reference, you know, and on my resume before I got into ADP is now the same professor I work with closely at our ADP HCM Academy, right.
Alfred: [00:29:19] So come full circle there, full circle moment. But that's my biggest advice. And it sounds so simple, I just go to my career service? Yes, right. They'll help you with your resume. They'll let you know what opportunities are out there locally. And beyond. And then apart from that, right after you do all, all of that stuff, of course, make sure you graduate that you used to focus on your studies, make sure you actually get your degree timely. That happens, where you have to take another semester. And then lastly, LinkedIn, that is definitely a useful tool to connect with so many companies, and meet other, campus candidates or other young professionals out there looking for a role. And that's another one that students just underutilize, but I also have found so many great young professionals just through LinkedIn. So those are my main pieces of advice, at least for early career. You know, it's a very important next step in your life. I know, I remember that feeling. There's so many things going on, right? I got to make sure I study and do well on my finals. All right, now I got to make sure I have my cap and gown ordered and time, right? Oh, wait. I may have a post-graduation plan, I got to plan that too. There's so many things going on and in the end, obviously you went to school again to to land a full-time job. That's another thing to think about. But when you do it early, that alleviates so much stress, knowing that, wait, I think I already have a gig, when I graduate. That's huge, right. And to be part of that process again, means so much to me that I was part of your journey into to getting a full-time role because I was there. You know where I am today and talent acquisition here at ADP, it doesn't feel like a job to me anymore. It's just a part of my identity, I get to do this for a living. I get to offer a full-time opportunity to these young professionals and then see them succeed here at ADP in person, it's so fulfilling to me. And I wish the same for all of those upcoming grads where, yeah, you got to start somewhere and then hopefully in a few years you're doing something that doesn't feel like a job anymore. That's my hope for all these young professionals, I get to meet.
Kate:[00:31:36] Alfred, this conversation has just been invigorating, inspiring all of the things. To end this pod, where can everyone find you? Where can people find you on LinkedIn?
Alfred: [00:31:50] Yes, you'll find me on LinkedIn. I try my best to be active on there. It's like my little personal diary, right. We do so much in campus recruiting, which is the fun part of my job, get to go out there in the community, especially with the internship programs. I get to travel, meet Kate, I saw Kate, right. Or we have an event together. So please follow me on LinkedIn. It's just my name, on there. And that's the best way to also stay connected, right? Let's just do LinkedIn. So just follow me on LinkedIn.
Kate: [00:32:19]That's great, thank you Alfred.
Ingrid:[00:32:21] Alfred, thank you so much. This conversation has been amazing. I am I just feel proud to be part of ADP knowing that we have, you know, someone like you bringing our brand out there, especially to, you know, younger people, younger talent. So thank you, thank you, thank you for everything you do. And, yeah, we appreciate everything you do.
Alfred: [00:32:41] Ingrid, Kate, thank you so much for having me. I was so honored to to be asked, to be part of this podcast. And I have been, a listener ever since I learned about the podcast, so I am deeply honored, so, thank you for having me.
Kate:[00:32:58] Thanks, Alfred.