In the global landscape of business optimisation, Global Capability Centers (GCCs) have emerged as invaluable strategic assets. With a growing demand for a job-ready workforce, hiring from Tier 2 and Tier 3 Indian cities presents compelling advantages for GCCs. Nevertheless, a persistent challenge looms - finding the right talent.

The rise of tier 2 and tier 3 Indian cities

Tier 2 and Tier 3 Indian cities have risen in prominence as favoured destinations for GCCs' hiring endeavours. At present, 11-15% of India's tech talent resides in tier-2 and tier-3 cities. As decentralisation of work gains momentum, many new opportunities open for people in emerging cities. With 60 per cent of India's graduates in engineering, arts, and science, smaller towns are emerging as a wellspring of potential. Cities like Pune, Kochi, Jaipur, Guwahati, Bhopal, and Coimbatore offer an irresistible value proposition characterised by cost-efficiency, improved infrastructure, and enticing government incentives. Their cost-effectiveness, in stark contrast to Tier 1 counterparts (like Delhi, Mumbai, Kolkata and Bangalore), remains a primary driver for businesses seeking operational optimisation. Furthermore, the emergence of robust technology hubs and educational institutions has nurtured an ecosystem conducive to innovation and talent cultivation in these cities.

Challenges

Despite the undeniable allure of Tier 2 and Tier 3 Indian cities, GCCs grapple with distinctive hiring challenges. Previously unaddressed skill gaps, stemming from a disconnect between industry needs and higher education institutions, intensified competition for local talent, and the intricacies of cultural dynamics often pose formidable obstacles on the path to successful talent acquisition.

Adaptable strategies for talent acquisition

Effectively navigating the unique talent landscape of Tier 2 and Tier 3 Indian cities necessitates a thoughtful and adaptable approach. GCCs can employ a spectrum of strategies to fulfil their hiring requirements while ensuring alignment with the organisation's objectives. A pivotal strategy involves investing in training and upskilling. This proactive approach not only addresses existing skill gaps but also moulds local talent to meet the specific demands of GCCs. Collaborations with local educational institutions play a pivotal role in this process, fostering a symbiotic relationship between industry and academia. We also underscore the critical role of collaboration – between GCCs, governmental bodies, educational institutions, and local communities – in fostering an environment where talent can flourish.

The role of unique edtechs

In this context, innovative educational startups such as Sunstone can play a vital role by providing leading organisations with access to a pan-India pool of job-ready talent. These platforms facilitate the upskilling of talent for immediate productivity, perfectly aligning with the dynamic requirements of GCCs.

In conclusion, to harness the full potential of the talent residing in Tier 2 and Tier 3 Indian cities, it is imperative to adapt recruitment and talent development strategies. By nurturing local talent and investing in upskilling, GCCs can thrive in these dynamic landscapes. Alternatively, they can tap into organisations like Sunstone, which have a proven track record in bridging the gap to access job-ready talent efficiently.

Expand your horizons

Here’s why GCCs should set up a base in Tier 2 and Tier 3 cities