Building a better future: insights from Keurig Dr Pepper

In a world where business success increasingly depends on attracting and retaining top talent, the Human Resources (HR) function is undergoing rapid transformation. Keurig Dr Pepper (KDP), a global beverage leader, has been at the forefront of this change, redefining how HR delivers value. 

The webinar, “Building a Better Future: How Keurig Doctor Pepper is Aligning Tools to Real Outcomes,” provided an in-depth look at KDP’s strategies for talent acquisition, technologies supporting recruitment, and the principles guiding their HR transformation. Here’s a detailed recap of the key insights shared during the session.  

The foundation: why HR transformation matters

The session was moderated by Geoff Camplin, EVP of Transformation & Customer Experience at Hirevue, and featured Paul Tang, Senior Director for Talent Acquisition at KDP. 

Jeff outlined the purpose of the conversation early on:  

“Today’s conversation is about transformation, and the kind that doesn’t just adopt new tools but reimagines how HR delivers value to the business.” 

This transformation aligns with KDP’s mission to modernize systems, reshape recruiting operations, and deliver measurable ROI while refining the candidate experience.  

Addressing business realities and talent challenges

During Tang’s introduction, he provided insight into the scale and complexity of KDP’s talent operations:  

“We hire between ten and fourteen thousand employees every year, and any way that we can better attract, better match, get better-qualified candidates in our pipeline—all the way through—that’s really great for KDP.”  

He went on to elaborate on the shifting dynamics in the labor market. With demand increasing for highly skilled staff, KDP faces significant challenges to ensure that its growing workforce keeps up with its expanding business demands.  

Another key challenge Tang highlighted was turnover in entry-level roles. By leveraging Hirevue’s Virtual Job Tryouts (VJTs), KDP saw measurable results:  

“We did two VJTs. We learned anecdotally that it’s decreasing short-term turnover by 15%. Our hiring managers are giving us unsolicited feedback that they’re seeing a better quality hire.”  

This approach benefits hiring managers as well as recruiters, who experience fewer repeat issues from the same locations.  

Data-driven hiring solutions

One of the standout themes from the session was KDP’s focus on data and metrics in recruitment decisions. Tang emphasized the importance of numbers as a diagnostic and strategic tool.  

The strategic role of technology

KDP has leaned heavily into technology for streamlining processes and improving recruitment outcomes. For example, the company migrated to Hirevue’s  newer T2O platform, a deliberate move to enhance integration capabilities and leverage advanced tools:  

“We started our journey in implementing a CRM. We thought this may be a good time to adopt T2O and take advantage of leveraging all the tools Hirevue provides,” Tang added.  

The focus on building functionality while improving processes allowed KDP’s HR team to deliver increased ROI and better alignment with business priorities.  

AI has also emerged as a valuable asset in modern recruitment practices. While KDP has seen candidates occasionally use AI scripts during the application process, the team remains thoughtful and flexible about incorporating AI.  

“We are looking for folks that have AI experience or familiarity with tools we use because it’s becoming more prominent,” said Tang. 

Such advancements also extend to respecting candidate preferences. Tang outlined how KDP handles opt-out requests for AI-powered screenings to ensure fairness by manually reviewing resumes in these instances.  

Authenticity and culture

A major takeaway from the session was how KDP balances innovation with authenticity in employer branding. They leverage employee-made video content to communicate real-life insights about KDP roles. 

“The videos actually tell prospects and the world at large what we do and how we do it. Everyone wants that level of authenticity, not just what the company says they’re doing but really how we do it through the voice of our employees,” emphasized Tang.  

This decision to embrace transparency, even showing “messy” realities of jobs, has resonated with potential hires. 

According to Tang, “We made a deliberate choice to show reality over polished versions of our jobs because that level of honesty is what candidates value.”   

Advice for HR leaders

Paul shared impactful advice for HR professionals embarking on transformation in their organizations:  

Embrace Change: “We’re really living at a faster rate of change than ever before. Be open to it and embrace the gray.”  

Listen to Stakeholders: “Listen to your audience—candidate pool, recruiters, and the business. Try to meet them where they are.”  

Stay Informed: 

Additionally, Tang drew a critical distinction between transactional vendors and relational partners:  

“Partners move from transactional to relational… They’re in the boat with us working toward solutions, not just meeting service-level agreements.”  

With such robust strategies in place, KDP’s HR transformation offers a roadmap for organizations seeking to modernize, innovate, and deliver impactful results in talent acquisition. 

Keurig Dr Pepper’s approach, rooted in data, authenticity, and thoughtful technology adoption, provides invaluable lessons for HR leaders navigating today’s changing landscape. Their ability to balance business realities with the human element of recruitment ensures that they aren’t just hiring employees. They’re building a better future for the organization and its people.

Listen to the full discussion here. Want to talk about how to achieve similar results at your company? Let’s schedule a time to talk.