Does Resume Length Matter With ATS? http://www.careerealism.com/resume-length-ats/
Monday, October 27, 2014
Tuesday, October 14, 2014
Sunday, October 12, 2014
Time to Fill Lengthens Again
Time to Fill Lengthens Again http://www.ere.net/2014/10/09/time-to-fill-lengthens-again/
Friday, October 3, 2014
Remote Is Not Absent: 7 Tips for Remote Employees
As a remote employee I completely agree with everything stated in this piece. I highly recommend following the points especially the one about getting up and prepared just like you are going to the office. It will really help boast your energy level for the day!
Thursday, October 2, 2014
What is your Recruiting Reputation?
http://adprpoexchange.com/2014/05/01/what-is-your-recruiting-reputation/
What is your Recruiting Reputation?
Employer brand is a critical part of defining an organization’s reputation in the marketplace. Companies with strong employer brand are more likely to attract and retain top talent, which has a direct impact on the bottom line. However, employer brand initiatives that focus on making the company look attractive often fail to make sure the candidates are engaged with the brand. How are your candidates feeling about customer care within the hiring process?
Companies need to look not only at how they promote their employer brand, but also focus on how candidates respond to and interact with the brand and the hiring process. There are a number of effective methods for tracking how candidates see the employer brand – utilizing them as part of an ongoing branding process will allow your company to make proactive changes and respond to the feedback from candidates within the hiring process.
Examine Your Recruiting Reputation
Taking charge of your company’s employer brand requires the ability to answer an important question: What is your recruiting reputation? If you don’t have the answer, the first step is finding out how to get it. If you do know what your recruiting reputation is, then how are you using it to make sure you are connecting with the best available talent? The strategies included here are a simple way to start ensuring that your employer brand is deployed in the most effective way possible.
Companies that want to attract top talent have to do more than merely monitor the feedback from candidates – candidate reactions to the hiring process should be used to inform changes to the hiring process, as well as the marketing around employer branding and the employer value proposition. Even negative feedback from candidates can be useful, as it may highlight bumps in the road that can be smoothed over, thereby increasing future candidate satisfaction and improving the employer brand.
Candidate Satisfaction Surveys and Reviews
There are industry-wide candidate satisfaction surveys, like the CandE Awards, that track the overall satisfaction candidates have with the recruiting process and their interactions with companies during a hiring experience. These surveys and industry reports are useful for developing a benchmark to compare internal results to – but for that benchmark to be truly useful, an internal standard must be set.
Providing your own candidates with a satisfaction survey after they have completed the hiring process will offer insight into how those candidates feel about their experience with your company. This information can be used to refine the hiring process further, in response to candidate feedback.
Websites like GlassDoor that allow candidates to review their hiring experience are also an important way to gather data on how your company’s recruiting reputation functions in the marketplace. Since the feedback on the website is public, reviews may have an impact – good or bad – on the types of candidates that choose to apply to your openings. Use these review websites to do a regular pulse check on how your company is perceived by applicants and current employees.
Conclusion
Employer brand and recruiting reputation management must go hand in hand to create successful talent acquisition strategies. Companies that take candidate feedback seriously will stay ahead of the recruiting curve.
Unemployed Workers: A New Source of Hire?
http://adprpoexchange.com/2014/10/02/unemployed-workers-a-new-source-of-hire/
Although relatively unprotected from legal consequences for discrimination, there is one source of candidates that many companies reject outright: the unemployed. While some states, like New Jersey, have moved to create legal protection for the long-term unemployed, most areas of the country don’t consider immediate rejection of unemployed job candidates a form of protected discrimination.
However, many companies also report that it takes them 25 working days on average to fill a new position – 58 working days if the company has more than 5,000 employees[1]. While recruiters complain that there are no good candidates to meet their needs, many companies still place an arbitrary limit on how long a candidate can be unemployed before they’re removed from any consideration for an open role. As a result, many companies are shrinking their talent pool and eliminating numerous skilled candidates before they even get to an interview stage.
Employer Fears
A recent study showed that only 11% of the long-term unemployed had found work within a year, and that employment discrimination plays a major role in keeping people from finding new work – even in states where the economy is expanding and employers are having trouble finding enough employees to fill their new roles[2].
While most workers who are among the long-term unemployed are those who lost their jobs during or since the recession or due to economic problems, companies still hesitate to consider the unemployed for a new position. Even though many of the unemployed did not lose their jobs due to incompetence or individual work-related problems, they’re often out in the cold.
Another concern many employees list when arguing in favor of automatically rejecting those who have been unemployed beyond a certain point is fear of skill erosion – in highly technical fields with fast technology changes, this is a valid concern. As many companies have discovered, though, individuals with strong tech skills don’t stay unemployed for long: the skills gap for the high-tech industry is a true lack of enough qualified talent.
Among the unemployed, however, a different picture can be found. Most of the employees having trouble finding new positions come from sales, service, and blue-collar positions[3] – roles where a skills erosion is unlikely to truly impact their work, and where shortfalls can be quickly compensated for with on-the-job training.
Rethinking Recruiting Strategies
Candidates drawn from the long-term unemployed population can provide an excellent source of hire, and companies that adjust their recruitment strategies to include a broader population of applicants can reap the benefits of a reduced time-to-fill and an engaged, loyal workforce. There are a number of ways companies can change recruiting strategies to include the long-term unemployed while still protecting the organization from the expensive risk of a bad hire.
Once candidates with more unemployment have been added back to the population, organizations should redefine acceptable reasons for termination – as with any other potential hire, a downsizing due to economic concerns is probably not a reflection of the candidate’s skill or dedication, while a firing over theft or similar infractions should raise red flags.
Organizations may also discover hidden benefits by asking potential candidates probing questions. For example, finding out what a long-term unemployed candidate has done to maintain their skills while not working could reveal that they have engaged in skills training, industry-related volunteer work, continued education, or other activities that may help them complete onboarding, become productive more quickly, and bring unique skill sets to your company.
Closing the Skills Gap
As the economy continues to rebound from the recession, unemployment still remains high. Companies looking for innovative solutions to their hiring gap should start thinking outside the box about considering candidates from the long-term unemployed population. Finding new applicant populations can make the difference between a position that is filled within days to one that stays open for weeks or months.
[1] Dice, 2014
[2] Princeton, 2014
[3] ibid
Once candidates with more unemployment have been added back to the population, organizations should redefine acceptable reasons for termination – as with any other potential hire, a downsizing due to economic concerns is probably not a reflection of the candidate’s skill or dedication, while a firing over theft or similar infractions should raise red flags.
Organizations may also discover hidden benefits by asking potential candidates probing questions. For example, finding out what a long-term unemployed candidate has done to maintain their skills while not working could reveal that they have engaged in skills training, industry-related volunteer work, continued education, or other activities that may help them complete onboarding, become productive more quickly, and bring unique skill sets to your company.
Closing the Skills Gap
As the economy continues to rebound from the recession, unemployment still remains high. Companies looking for innovative solutions to their hiring gap should start thinking outside the box about considering candidates from the long-term unemployed population. Finding new applicant populations can make the difference between a position that is filled within days to one that stays open for weeks or months.
Cobalt and ADP Dealer Services is now CDK Global
http://cobalt-6.hs-sites.com/careersblog/big-news-cobalt-will-soon-be-known-as-cdk-global?utm_campaign=Employee%20Info&utm_medium=social&utm_source=twitter
As of October 1st, 2014, Cobalt is spinning off into a new company called CDK Global. With the spin-off, CDK Global will become one of the largest automotive technology providers in the world.
Forming this new company is a bold step toward building the vision that has driven Cobalt since 1995: redefining the car-shopping experience into one of the most elegant and intuitive in any industry. Each entity in the new company helps us achieve that goal. The "C" stands for Cobalt, provider of digital car-shopping solutions. The "D" is for "Dealer Services" a leading provider of in-store dealer management solutions. The "K" is for Kerridge Computer Services, who also provides dealer management solutions, but with massive global reach. Here's why it's a better time than ever to join our company.
- 9,000 employees worldwide
- $2 billion dollars in annual revenue
- Power 26,000 dealer websites in over 100 countries
- Processes over 10 million vehicle inventory records daily
Some of you may recall that Cobalt merged with ADP in 2010. We did this because ADP owned ADP Dealer Services. However, ADP also had many other verticals besides ADP Dealer Services, most notably payroll. We were always looking forward to the day where ADP Dealer Services would grow big enough to spin off and support itself. Thanks to strategic leadership vision and a revitalized economy, that day is here.
Thursday, July 24, 2014
Service Delivery Director Employee Solutions -- ADP -- Augusta, GA
Please apply via the link below and send me an e-mail at mike.foster@adp.com for more information!!!
http://jobs.adp.com/atlanta/client-services/jobid5226166-service-delivery-director-employee-solutions-jobs
Requisition #: 73324
Job Title: Service Delivery Director Employee Solutions
Country: United States
State: Georgia
City: Augusta
Employment Status: Full Time
Job Responsibilities:
(Description):
Area of Interest: Customer Service / Support
Locations: United States, Augusta, GA
http://jobs.adp.com/atlanta/client-services/jobid5226166-service-delivery-director-employee-solutions-jobs
Requisition #: 73324
Job Title: Service Delivery Director Employee Solutions
Country: United States
State: Georgia
City: Augusta
Employment Status: Full Time
Job Responsibilities:
(Description):
At ADP we are driven by your success. We engage your unique talents and perspectives. We welcome your ideas on how to do things differently and better. In your efforts to achieve, learn and grow, we support you all the way. If success motivates you, you belong at ADP.
Insightful expertise is a core value at ADP. In Major Accounts Services, it means that we build exceptional business solutions for our clients so they can focus on what matters most to them - growing their business. We are a passionate partner committed to their success - and are looking for like-minded individuals who want to be part of our winning team.
Client support at ADP: It's all about enabling the clients we serve to be more effective employers. You can make it happen by collaborating with other ADP Associates to ensure our products and services deliver winning results. The expert support you provide can make our workforce solutions stand out in an increasingly competitive global marketplace.
BASIC FUNCTION:
As a Service Delivery Director, serve at the operational oversight level providing oversight and management of contracted deliverables and as a subject matter expert on service delivery excellence. This includes managing internal/external client relations. This position has line management responsibility for Employee Service Teams and matrix management accountability for other functional areas that are providing service to clients this role is responsible for. Provide leadership skills that support the organizational goals, value and mission by effective and frequent communication. Manage the continuous improvement process of increased quality, operational efficiencies and profit margins by proactive monthly review of financials and metrics. Manage client SLAs to ensure metrics are achieved. Facilitate frequent communications to the teams and broader organization as appropriate. Manage escalated matters and work with internal and external parties to bring issues to resolution. Manage strategic client relationships by working closely with the Relationship Manager to ensure strategic matters are addressed and resolved in a timely manner. Create and report on operational metrics and trends. Prepare, facilitate and conduct monthly and quarterly review sessions with teams to review performance metrics, trending and project updates. Participate in global operational initiatives that benefit the general health of the business operations. Supporting teams located in the US and Manila. Facilitate Year End planning and execution. Participate in organizational planning to support new clients.
GENERAL RESPONSIBILITIES:
1. Provide excellent service to clients by delivering on all client expectations
2. Researching and responding to escalations
3. Producing and delivering monthly and quarterly reports
4. Manage continuous improvement process
5. Work with functional teams to deliver service in accordance with defined service levels
6. Manage third party vendor relationships
7. Foster associates to learn, develop and adapt to constantly changing work environment
8. Gain operational efficiencies by streamlining and automating processes, reducing redundancies and unneeded process steps
9. Validate new or revised processes
10. Forecast operational needs based on past/future trending
11. Review metrics throughout the month with Managers and Team (those managed directly and via matrix) to proactively manage trends and accountability
12. Ability to travel in support of organizational needs within US and outside
REPORTING RELATIONSHIPS - Supervisor: VP Comprehensive Services Supervision Received: Limited directionSupervisory Authority: Directly supervises the service managers in Comprehensive Services
Experience, Skills, Academic:Insightful expertise is a core value at ADP. In Major Accounts Services, it means that we build exceptional business solutions for our clients so they can focus on what matters most to them - growing their business. We are a passionate partner committed to their success - and are looking for like-minded individuals who want to be part of our winning team.
Client support at ADP: It's all about enabling the clients we serve to be more effective employers. You can make it happen by collaborating with other ADP Associates to ensure our products and services deliver winning results. The expert support you provide can make our workforce solutions stand out in an increasingly competitive global marketplace.
BASIC FUNCTION:
As a Service Delivery Director, serve at the operational oversight level providing oversight and management of contracted deliverables and as a subject matter expert on service delivery excellence. This includes managing internal/external client relations. This position has line management responsibility for Employee Service Teams and matrix management accountability for other functional areas that are providing service to clients this role is responsible for. Provide leadership skills that support the organizational goals, value and mission by effective and frequent communication. Manage the continuous improvement process of increased quality, operational efficiencies and profit margins by proactive monthly review of financials and metrics. Manage client SLAs to ensure metrics are achieved. Facilitate frequent communications to the teams and broader organization as appropriate. Manage escalated matters and work with internal and external parties to bring issues to resolution. Manage strategic client relationships by working closely with the Relationship Manager to ensure strategic matters are addressed and resolved in a timely manner. Create and report on operational metrics and trends. Prepare, facilitate and conduct monthly and quarterly review sessions with teams to review performance metrics, trending and project updates. Participate in global operational initiatives that benefit the general health of the business operations. Supporting teams located in the US and Manila. Facilitate Year End planning and execution. Participate in organizational planning to support new clients.
GENERAL RESPONSIBILITIES:
1. Provide excellent service to clients by delivering on all client expectations
2. Researching and responding to escalations
3. Producing and delivering monthly and quarterly reports
4. Manage continuous improvement process
5. Work with functional teams to deliver service in accordance with defined service levels
6. Manage third party vendor relationships
7. Foster associates to learn, develop and adapt to constantly changing work environment
8. Gain operational efficiencies by streamlining and automating processes, reducing redundancies and unneeded process steps
9. Validate new or revised processes
10. Forecast operational needs based on past/future trending
11. Review metrics throughout the month with Managers and Team (those managed directly and via matrix) to proactively manage trends and accountability
12. Ability to travel in support of organizational needs within US and outside
REPORTING RELATIONSHIPS - Supervisor: VP Comprehensive Services Supervision Received: Limited directionSupervisory Authority: Directly supervises the service managers in Comprehensive Services
EDUCATION and/or EXPERIENCE:
- Bachelor's Degree in Business Administration, Finance or Accounting or the equivalent in education and experience.
- A minimum of 4 years of demonstrated work experience in the management and leadership of a multiple service teams.
- Work experience in a HR, benefits and/or payroll environment is strongly preferred. In-depth knowledge of ADP services, platforms and other technologies is preferred.
- Must be able to work well in a high demand, fast paced environment. Must possess excellent organizational and time management skills for managing multiple projects and priorities.
- Must possess excellent communication, presentation, negotiation and facilitation skills and recognized organizational savvy.
COMPETENCIES:
Leading Others:
- Motivating Others: Enhances other's commitment to their work.
- Fostering Teamwork: Gets groups to learn to work together cooperatively.
- Promotes collaboration and removes obstacles to teamwork across the organization.
- Empowering Others: Conveys confidence in employee's ability to be successful, allowing employees freedom to decide how they will accomplish their goals and resolve issues.
- Technical Knowledge: Applies knowledge of product and service components, internal systems and contemporary technology to achieve the best solution to meet client, department and organizational goals.
Communicating and influencing:
- Attention to Communication: Ensures that information is passed onto others who should be kept informed.
- Persuasive Communication: Plans and delivers oral and written communications that have an impact and are persuasive with their intended audiences.
- Building Collaborative Relationships: Develops and maintains partnership with others.
- Customer Orientation: Demonstrates concern for satisfying one's external and/or internal customers.
- Influencing Others: Gains other's support for ideas, proposals, projects and solutions.
- Relationship Building: Builds alliances with and communication bridges to other units and external partners. Respects and appreciates individual differences in perspectives and backgrounds.
Achieving Results:
- Risk Taking: Demonstrates a willingness to offer innovative solutions and make tough decisions to further develop and enhance existing processes and procedures and to ensure client satisfaction and department efficiencies.
- Initiative: Identifies what needs to be done and does it before being asked to or required by the situation.
- Fostering Innovation: Develops, sponsors or supports the introduction of new and improved methods, products, procedures or technologies.
- Results Orientation: Focuses on the desired end result of one's own or the unit's work; sets challenging goals, focuses effort on the goals and meets or exceeds them.
- Decisiveness: Makes difficult decisions in a timely manner.
- Thoroughness: Ensures that one's own and other's work and information are complete and accurate; carefully prepares for meetings and presentations, follows up with others to ensure that agreements and commitments have been fulfilled.
- Budget Management: Creates and manages a budget in order to accomplish business objectives.
- Quality Focus: Consistently strives to improve the way tasks and activities are accomplished meeting quality objectives.
About ADP: We power organizations with insightful solutions that drive business success. Consistently named one of the "Most Admired Companies" by FORTUNE® Magazine, and recognized by Forbes® as one of "The World's Most Innovative Companies," ADP has over a half-million clients around the globe and 60+ years ofexperience as a world-wide leader of business outsourcing solutions.
ADP is an Equal Opportunity Employer; Minorities/Women/Veterans/Disabled. ADP believes that diversity leads to strength.
Job Category: Client Service- Bachelor's Degree in Business Administration, Finance or Accounting or the equivalent in education and experience.
- A minimum of 4 years of demonstrated work experience in the management and leadership of a multiple service teams.
- Work experience in a HR, benefits and/or payroll environment is strongly preferred. In-depth knowledge of ADP services, platforms and other technologies is preferred.
- Must be able to work well in a high demand, fast paced environment. Must possess excellent organizational and time management skills for managing multiple projects and priorities.
- Must possess excellent communication, presentation, negotiation and facilitation skills and recognized organizational savvy.
COMPETENCIES:
Leading Others:
- Motivating Others: Enhances other's commitment to their work.
- Fostering Teamwork: Gets groups to learn to work together cooperatively.
- Promotes collaboration and removes obstacles to teamwork across the organization.
- Empowering Others: Conveys confidence in employee's ability to be successful, allowing employees freedom to decide how they will accomplish their goals and resolve issues.
- Technical Knowledge: Applies knowledge of product and service components, internal systems and contemporary technology to achieve the best solution to meet client, department and organizational goals.
Communicating and influencing:
- Attention to Communication: Ensures that information is passed onto others who should be kept informed.
- Persuasive Communication: Plans and delivers oral and written communications that have an impact and are persuasive with their intended audiences.
- Building Collaborative Relationships: Develops and maintains partnership with others.
- Customer Orientation: Demonstrates concern for satisfying one's external and/or internal customers.
- Influencing Others: Gains other's support for ideas, proposals, projects and solutions.
- Relationship Building: Builds alliances with and communication bridges to other units and external partners. Respects and appreciates individual differences in perspectives and backgrounds.
Achieving Results:
- Risk Taking: Demonstrates a willingness to offer innovative solutions and make tough decisions to further develop and enhance existing processes and procedures and to ensure client satisfaction and department efficiencies.
- Initiative: Identifies what needs to be done and does it before being asked to or required by the situation.
- Fostering Innovation: Develops, sponsors or supports the introduction of new and improved methods, products, procedures or technologies.
- Results Orientation: Focuses on the desired end result of one's own or the unit's work; sets challenging goals, focuses effort on the goals and meets or exceeds them.
- Decisiveness: Makes difficult decisions in a timely manner.
- Thoroughness: Ensures that one's own and other's work and information are complete and accurate; carefully prepares for meetings and presentations, follows up with others to ensure that agreements and commitments have been fulfilled.
- Budget Management: Creates and manages a budget in order to accomplish business objectives.
- Quality Focus: Consistently strives to improve the way tasks and activities are accomplished meeting quality objectives.
About ADP: We power organizations with insightful solutions that drive business success. Consistently named one of the "Most Admired Companies" by FORTUNE® Magazine, and recognized by Forbes® as one of "The World's Most Innovative Companies," ADP has over a half-million clients around the globe and 60+ years ofexperience as a world-wide leader of business outsourcing solutions.
ADP is an Equal Opportunity Employer; Minorities/Women/Veterans/Disabled. ADP believes that diversity leads to strength.
Area of Interest: Customer Service / Support
Locations: United States, Augusta, GA
Tuesday, July 22, 2014
Recruiter - Financial Services -- ADP RPO -- London, United Kingdom (UK)
Please apply to the position via the link below and send your resume to Mike Foster at mike.foster@adp.com for more information:
https://www.recruitacommunity.com/srctcb/RTI.home?t=13365&r=2000036421810
https://www.recruitacommunity.com/srctcb/RTI.home?t=13365&r=2000036421810
| Job Title |
| Recruiter - Financial Services |
| Description |
| About The RightThing, An ADP Company The RightThing is a premier recruitment process outsourcing (RPO) provider. Harnessing the power of unmatched proprietary technology, The RightThing continues to lead the industry with innovative, scalable solutions that help clients find, recruit, hire and retain top talent. Dedicated to recruitment leadership, technology and outsourcing, The RightThing offers recruiting solutions to small, medium and large organizations serving many of the world's leading companies. The RightThing is also parent company to AIRS, the leading provider of recruitment training. For more information, visit http://www.rightthinginc.com Position Summary and Essential Functions: * This position is responsible for primarily sourcing and identifying passive candidates for key openings in support of our clients. * Develop and consult with internal and external clients on recruitment strategies and techniques. * Interacting and communicating at all levels within the organization * Complete sourcing recruitment engagements within service level agreements (timelines) * Develop, communicate and execute recruiting plans and sourcing strategies for hard to fill positions. * Research, identify, and recruit candidates through the use of innovative search methods that include cold-calling, networking, deep internet sourcing and mining. * Apply the creative use of social, professional, and internet networking sites to identify and source candidates. * Build networks to source qualified passive candidates by using business acumen to support, consult and present (sell) candidate slate in alignment to our client's needs. * Develop comprehensive knowledge of client's business and positions and effectively research to gain an intimate knowledge of functional markets. * Develop and consult with both internal and external clients on advanced recruitment strategies and techniques is critical for success in this role. * Support, consult, and sell candidate slate to our internal and external clients * Develop, communicate, and execute on recruitment and sourcing strategy. |
| Requirements |
| * Bachelors Degree * Experience in either working within either a corporate, RPO or agency recruitment environment * Must be able to demonstrate successful and creative use of social, professional, and internet networking sites to identify and source candidates. * Effective Internet skills to include Boolean search expertise, AIRs search techniques, and creative/innovative researching knowledge. * Occasional overnight travel up to 5-10%. * Effective PC/Microsoft Office skills -- technically savvy. * Previous use and knowledge of ATS systems and other recruiting tools. * Strong business acumen. * Strong commitment to client/candidate service (e.g. responsive to emails, phone calls, proactive in providing feedback and maintaining communications with candidates and client). * High degree of flexibility, self-motivation and drive. * Ability to work in a highly functioning team environment. Experience Preferred: * Certified Internet Recruiter (CIR), Certified Diversity Recruiter (CDR) preferred The RightThing is an Equal Opportunity Employer: As a performance-driven culture, we know that engaging a talented workforce rich in diversity facilitates better solutions and broader impact. By being open to understanding, valuing, and respecting both tangible and intangible differences among employees, we know that we achieve our highest potential collectively and individually |
| Location |
| London, United Kingdom |
| Req Number |
| 732014 |
| Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled |
Wednesday, July 2, 2014
Senior UI Web Developer -- Cobalt / ADP --- Seattle, WA
Please apply to the position via the following link:
http://jobs.adp.com/seattle/application-developer/jobid4909215-senior-ui-web-developer-jobs
Desired Skills
http://jobs.adp.com/seattle/application-developer/jobid4909215-senior-ui-web-developer-jobs
At Cobalt, we are driven by your success. We engage your unique talents and perspectives. We welcome your ideas on how to do things differently and better. In your efforts to achieve, learn and grow, we support you all the way. If success motivates you, you belong at Cobalt. We are the largest digital advertising platform provider for automotive industry and is transforming $8 Billion dollars in advertising spending from traditional offline media to online advertising.
We have an opening for a highly motivated, skilled, and experienced Web Developer. We're looking for someone who can provide technical leadership, direction, and design expertise to our development team. You will work closely with other team members on technical issues and complex problems; take ownership of application development and design; nd participate in analysis of client needs. You will frequently extend our core platform and will develop new features that become candidates for our core applications in the future.
In this role, you'll have the opportunity to influence services and applications for major automotive manufacturers and create tools and features used by over a million unique web visitors each day. You'll work in small agile teams to rapidly prototype and deploy new software features to fulfill our customers' requests.
This job requires strong communication skills (interpersonal, written and spoken), a compulsive respect for deadlines, creative imagination, serious technical chops, and an ability to roll with and contribute to a disciplined-but-entrepreneurial work environment. If this sounds like you, read on.
Primary Responsibilities:
- Implement high-quality code in an agile, test-driven development environment.
- Use comprehensive knowledge of current web technologies and best practices to translate UI designs and workflows into working interactive applications and experiences.
- Work with representatives from a variety of Cobalt departments, clients, and third party vendors to define/refine project requirements.
- Scope development effort, and provide reliable estimates.
- Perform scalability and performance analysis as needed.
- Create technical designs for application features and associated documentation.
- Actively work to improve quality and efficiency by evaluating standards and suggesting improvements.
- Verify implementation across multiple browsers and operating systems.
- Participate in departmental process improvement initiatives.
Qualifications:
- (with Masters) 2+ years of programming experience in building enterprise web solutions
- (with Bachelors) 5+ years of programming experience in building enterprise web solutions
- 5+ years of experience with HTML/CSS/Javascript and jQuery.
- Proficient with web-related templating technologies.
- Proficient in writing object oriented Javascript, js design patterns.
- Proficient in writing semantic SEO friendly markup.
- Solid experience in writing cross-browser compatible front-end code.
- Experience with webpage loading performance techniques.
- Experience with integrating UI code with server side platforms.
- Ability to work in a fast paced and agile development environment.
- Ability to technically document software deliverables through use cases, design documents and technical specifications.
- Motivated to drive tasks to completion and take ownership of projects.
- Must have a strong ability to understand existing codebase by efficient debugging, code analysis, and by asking the right questions.
Desired Skills
- Strong OO design and coding skills in Javascript.
- Experience with HTML5/CSS3.
- Experience with test-driven development in an agile software environment.
- Experience working with clients in a professional services organization.
- Experience building large-scale web applications using JavaScript and Ajax.
- Experience translating design mockups and prototypes into working application designs.
- Have developed or supported an operationally critical web service.
- Demonstrated passion for user experience design and improving usability.
- Demonstrated passion about technology, have a strong interest in learning about and playing with the latest technologies.
At Cobalt, an ADP company, we are the leading provider of digital marketing solutions to automotive manufacturers and dealers in North America. ADP is recognized as an innovation leader, and is on the Forbes list of the top 100 Most Innovative Companies in the World and 100 Best Places to Work in Information Technology (IT). We offer innovative integrated computing solutions to over 27,000 auto, truck, motorcycle, marine, recreational vehicle and heavy equipment dealers in nearly 90 countries worldwide.
Technology at ADP. It’s the foundation of the products and services that have made us a world-wide leader in workforce solutions. With us, you combine your technical skills with business acumen, to effectively consult as well as solve technical challenges. You have the opportunity to train on leading-edge technologies that continually redefine what’s possible in our industry.
About ADP: We power organizations with insightful solutions that drive business success. Consistently named one of the "Most Admired Companies" by FORTUNE® Magazine, and recognized by Forbes® as one of “The World’s Most Innovative Companies,” ADP has over a half-million clients around the globe and 60+ years of experience as a world-wide leader of business outsourcing solutions.
ADP is an Equal Opportunity Employer; Minorities/Women/Veterans/Disabled. ADP believes that diversity leads to strength.
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