Case Studies

Dr. Reddy’s Laboratories, Inc.

Dr. Reddy’s Laboratories, Inc.

Dr. Reddy’s Laboratories is a multinational pharmaceutical company based in Hyderabad, Telangana, India.

1. What changes have you made to your candidate experience recently? What improvements are you most proud of? How do you know that your changes are making a difference? We have made a number of changes to the candidate experience that have helped make a difference: 

  • We only require candidates to complete a full application once they come onsite for a face-to-face interview.
  • On our career site, we are transparent regarding our application process, and this is also communicated in the automated notification from our ATS to each candidate that applies.
  • We made our rejection notifications more friendly and personal to explain the various reasons why a candidate may not be selected.
  • Our recruitment team made a commitment to follow-up with considered candidates in a reasonable timeframe, even if the job has not been filled.
  • Our recruiter directly spoke with candidates not selected at the interview phase — by phone whenever possible.
  • We provide a single point of contact during onsite interviews to ensure interviews are kept on schedule and any candidate needs can be addressed. We have candidates that have declined an opportunity with us or not progressed in the process but nonetheless have referred us to other candidates. This was indicative to us that our changes were positively making a difference in the candidates’ experience.

2. Why did you decide to make changes to how candidates were being treated? What data or evidence prompted you to make a change?

A few years ago, the focus of Dr. Reddy’s North American talent acquisition team was to communicate our employer value proposition (EVP). At that time, Dr. Reddy’s was a top employer in India and well known in the U.S. generic pharmaceutical industry; however, our organization had limited visibility with the overall talent market in our region. It was clear that Dr. Reddy’s had a lot to offer employees — great policies and benefits flexibility and meaningful work — so we focused on sharing this information with the public.

Soon Dr. Reddy’s was attracting more applicants, and our name was being recognized across industries. For us, the next logical step was to examine our recruiting processes, both through internal surveying of hiring managers and through participation in the 2018 CandEs. The results of the 2018 CandEs helped us confirm that our interview process was going well, but there were opportunities for us to treat candidates better in many areas, such as during our application process.

“The results of the 2018 CandEs helped us confirm that our interview process was going well, but there were opportunities for us to treat candidates better in many areas.

3. How did you build support and commitment within your team and the broader organization? How did you demonstrate the importance of candidate experience? 

Our recruiters complete intake sessions with hiring managers to align expectations and develop a clear recruitment plan. We also complete service level agreements (SLAs) at this time, which both recruiter and hiring managers are required to discuss and agree upon. This way we can collaborate with hiring managers, as we believe we are partners when it comes to candidate experience.

To that end, we survey our hiring managers each time a role is filled, asking questions ranging from the intake process to the onboarding process and all the steps inbetween. This ensures that the candidates’ best interests are always top of mind and the focus is on constant improvement and excellence. We survey our hiring managers each time a role is filled, asking questions ranging from the intake process to the onboarding process and all the steps inbetween, which ensures that the candidates’ best interests are always top of mind.

4. How do you measure candidate experience? How do you report on your recruiting process? How do you use that data to demonstrate financial impact as well as manage recruiter and hiring manager behaviors? 

We have several data points we use to measure the effectiveness of the talent acquisition process and the candidate experience.

  • We report on metrics such as open/closed jobs, time to fill, cost per hire and quality of hire (our newest metric). This will be an important metric we report on annually, as it shows that we are hiring quality candidates and not just looking to fill an open role. Turnover also has a significant cost impact, and by treating candidates well, we ensure we are hiring the best and the brightest.
  • We solicit feedback from candidates during the process and also share feedback with hiring managers to avoid unnecessary concerns or miscommunication.
  • We will be implementing a monthly survey to candidates, both those selected and not selected, to request their opinion of the process. We thought it best not to wait until the annual CandE survey to do this so we receive constant feedback and can correct any concerns that arise before they become an issue.

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