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Medusind - Healthcare - Case Study


Decoding Attrition: Medusind Solution Pvt Ltd. Case Study

Learn about the incredible story of how Medusind Solutions Pvt Ltd, a leading organization in the pharmaceutical industry, used the game-changing PMaps Job-Fit Assessments for their recurring problem of employee attrition within a few months of hiring.

Medusind Solutions is one of the leading outsourcing pharma companies that provides integrated healthcare business solutions. Since 2001, Medusind has had the trust of millions of customers by providing one-on-one dedicated services in the pharma industry. Medusind has a market cap of over $66.8 million per year and employs over 6,000 healthcare providers across the United States and India.

The Organization

Medusind Solutions is one of the leading outsourcing companies that provide integrated healthcare business solutions, both onshore and offshore. Founded in 2001, Medusind Solutions has managed to gain the trust of millions of customers by providing one-on-one dedicated services. Medusind Solutions has a workforce of more than 6,000 healthcare providers across all specialties. Medusind operates across the US and India. They have a market cap of over $66.8M annually.

The Challenge

Medusind wanted to move away from conventional hiring practices such as ineffective resume screening, shortlisting, and interview scheduling. They encountered the following recruitment obstacles and other pharmaceutical business issues:

Overcoming the Challenge of Manual Processes:

Medusind was challenged by a demanding Applicant Tracking System (ATS) and a Human Resource Management System (HRMS) that relied significantly on human input. This resulted in extensive hours spent on the time-consuming shortlisting procedure.

In response, Medusind embarked on a mission to transform its hiring procedures by implementing end-to-end automation.


Medusind struggled with high attrition rates, investing resources in candidates who failed to make an impact. The issue in question was caused by a mismatch between the candidates' skills/experience and the job requirements. This mismatch hampered employee optimization, prompting efficiency and performance enhancements.

Addressing the Talent Gap:

Positions such as “medical coder” and “medical analyst” require a wide range of cognitive abilities, including proficiency in mathematics and an understanding of computers. However, finding qualified people is difficult. Healthcare's precision and knowledge requirements are difficult to match in applicants, making it difficult to find potential hires. 

Navigating Talent Competition:

In the healthcare industry, the competition for top talent can be fierce. Healthcare solutions providers often contend with other players to attract and retain qualified candidates. This intense competition poses challenges in effectively securing the right talent for organizations.

Need for skilled verbal communicators:

Healthcare business solution providers are facing growing challenges in finding candidates with the necessary communication and verbal skills for specific roles. In the medical sector, the ability to effectively and accurately communicate information is of utmost importance.

Time spent on irrelevant candidates:

It can be difficult to find applicants with the necessary cognitive, behavioral, and technological knowledge. Utilizing only resumes and conventional interviews frequently results in subjective decisions that are prone to biases and prejudices. As a result, this ineffective procedure raises the time-to-hire ratio, delaying the hiring of qualified applicants.

The Process

Medusind sought an objective solution by collaborating with PMaps to develop pre-hiring assessments. Since 2015, PMaps has efficiently identified the key competencies and cognitive abilities of Medusind. PMaps has inculcated these competencies into more than nine customized assessments. 

These assessments included Medical Coder Assessment, Voice Assessment for ‘Voice Vertical,' Data Assessment for the “Data Vertical,” Health-Care Assistant Assessment, and Medical Analyst Assessment, which were tailored to meet specific requirements.

Initially, only Descriptive Analysis methods were used to examine the data acquired from Medusind, however, attrition analysis was employed at this time. 

The Solution

Assessing Cognitive, Skill Abilities & Behavioral Competencies 

Cognitive Ability included Logical Reasoning, Computer Proficiency, Numerical Ability, Attention to Detail, and Verbal ability while Skills included assessing the candidate's typing speed and listening skills as well as Domain knowledge.

In addition to cognitive abilities, behavioral competencies assessed include Cordiality, Dutifulness, Emotional Stability, Receptivity, and Sociableness. These competencies were assessed through different assessments; the duration for which typically ranges from 30 to 40 minutes.

Attrition Analysis Model

Following a preliminary review, PMaps advised categorizing the employees into two groups: Attrited Employees and Stayed Employees. This assisted in discovering patterns and trends that set the departing candidates apart from the remaining ones.

The second step involved developing an attrition model. The attrition model used the Generalized Linear Model (GLM) with Logistic Regression to derive two possible outcomes for the current attrition analysis. 

PMaps also used another statistical representation and predictive modeling technique known as a Decision tree that helped to analyze and understand the complex relationships between variables.

Streamlining Post-Interview Processes: PMaps Integration with HRMS for Efficient Documentation and Data Management at Medusind

PMaps extended its support to post-hiring processes by integrating its platform with Medusind's HRMS system. After interviews, candidates had to submit additional documents and KYC details to Medusind. To mitigate potential errors and discrepancies in manually recording this information, PMaps introduced a secure link feature.

Through the platform, candidates could directly upload their documents, with notifications and instructions communicated via email. This automated document submission process improved efficiency while collecting candidate information. It also ensured a streamlined and error-free post-hiring procedure for Medusind.

The HR manager also filled out a detailed feedback form on candidates' interview performance, role details, compensation package, location, etc.

PMaps seamlessly integrated this data into Medusind's HRMS system, offering a centralized and efficient view of candidate information. They used to rely on time-consuming procedures like using Google Forms or entering data manually, which increased the chances of human error.

Medusind used PMaps' integrated approach to streamline post-interview procedures, optimize data management, and reduce administrative responsibilities.

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PMaps Frequently Asked Questions

Learn more about PMaps through commonly asked questions:

What specific competencies does PMaps assess for healthcare roles?

PMaps' Healthcare Recruitment Assessment focuses on critical competencies such as empathy, patient care, technical skills related to healthcare procedures, decision-making under pressure, and teamwork. These competencies are essential for ensuring high-quality patient care and effective collaboration within healthcare settings.

How does the assessment ensure candidates are a good fit for patient-facing roles?

The assessment evaluates not just the technical skills of the candidates but also their interpersonal skills and their ability to empathize with patients. By assessing a candidate's communication skills, emotional intelligence, and patient-centric attitude, PMaps helps ensure that those selected for patient-facing roles are well-suited to provide compassionate and effective care.

Is the Healthcare Recruitment assessment compliant with industry regulations and standards?

Yes, PMaps designs its Healthcare Recruitment assessments to be compliant with industry regulations and standards. The assessment items and scenarios are developed in consultation with healthcare professionals to ensure relevance and accuracy. Additionally, PMaps regularly updates the assessments to reflect changes in healthcare regulations and best practices.

How does PMaps support healthcare organizations in using assessment data for strategic hiring?

PMaps provides comprehensive support to healthcare organizations by offering detailed assessment reports that highlight the strengths and areas for improvement of each candidate. These insights allow hiring managers to make informed decisions. Moreover, PMaps offers consultation services to help organizations interpret the assessment data in the context of their strategic hiring goals and to integrate the assessment process seamlessly into their existing recruitment workflows.

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Client Testimonials

Teleperformance - Sr. Vice President Recruitment

The PMaps team has been extremely forthcoming and receptive to the requirements we have shared. The solution that has been designed and customized to suit our requirements has been very well received.

Max Life Insurance: Mr. Shailesh Singh, Head - Talent Acquisition, Organization & Staffing
TA - Staffing

We use PMaps for two assessments, Sales Aptitude Assessment and Values Assessment for our salespersons. It helped us improve the quality of our hires. We have seen lower attrition.

Tech Mahindra - Group Head Talent Acquisition
Group Head TA

PMaps enables us to screen and assess candidates before they join us, especially when hiring thousands of individuals. It helps us understand their aptitude, communication skills, and personality.

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