A Strategic Evolution in Hiring Approaches
India’s Global Capability Centers (GCCs) have transformed significantly — evolving from cost-effective back-office operations into strategic hubs driving innovation, product development, and digital transformation. Reflecting this evolution, many GCCs are shifting their hiring focus from predominantly experienced lateral hires to actively investing in fresh graduate talent. This strategic pivot is aimed at cultivating talent from the ground up to enhance long-term organizational resilience and stability.
Fresh Graduates: A Long-Term Investment
The surge in lateral hiring during 2021–2022 led to inflated salaries and shorter employee tenures, making experienced hires both costly and less sustainable. In contrast, fresh graduates bring high potential at a lower initial cost. They tend to be more adaptable, easier to train, and exhibit greater loyalty — making them ideal for organizations focused on building a committed and future-ready workforce.
Gen Z: Adaptable, Inquisitive, and Prepared
Today’s young professionals are not only academically accomplished but also self-motivated learners. Many enter the workforce with practical experience and industry certifications in areas like cloud computing, AI, and DevOps. Their natural curiosity and technological fluency reduce the onboarding time, enabling GCCs to integrate them into teams more rapidly than ever before.
From ‘Buying’ to ‘Building’ Talent
Adopting a build-operate-scale model, GCCs are prioritizing the long-term development of fresh talent. Through structured learning and development programs, these recruits are groomed over 4–6 years to take on leadership roles — becoming product owners, tech leads, and managers. This approach not only reduces dependency on lateral hiring but also helps retain critical institutional knowledge.
Embedding Diversity & Inclusion from the Start
Early-career hiring also offers a powerful opportunity to shape inclusive, equitable work environments. By embedding DEI (Diversity, Equity, and Inclusion) principles into campus hiring and mentorship programs, GCCs are aligning with Gen Z’s values — emphasizing purpose, flexibility, and psychological safety from the outset.
Conclusion: Investing in Future Leadership
India’s GCCs are clearly investing in the long-term — prioritizing leadership development, workforce stability, and employee loyalty. While freshers may require initial guidance and support, they hold the potential to become tomorrow’s technology leaders. For GCCs focused on future-proofing their organizations, nurturing young talent isn’t just a strategic choice — it’s a business imperative.
Also read: Viksit Workforce for a Viksit Bharat
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