In recent strides toward globalisation, Global Capability Centres (GCCs) have gained popularity and transformed how businesses operate. These centres facilitate the consolidation of a broad range of functions, including but not limited to technology, finance, customer service, and human resources. India plays a pivotal role in the operations of these centres and, as a result, Indian employees in this field have begun a phenomenon termed “job shopping.”
Over 78% of newly established GCCs highlight constructing innovative tech competencies such as AI/ML and data analytics. Global Capability Centres (GCCs) are anticipated to see a 40% surge in fresh acquisitions compared to the previous year, according to reports. But the emergence of job shopping indicates a shift in employee expectations and the dynamics of the job market. Job shopping in niche regions appears to be entrenched as employees express their preference for higher compensation and better work-life balance.
Top 4 Reasons Driving Job Shopping Trends in GCCs
1. Opportunities in Career Development
According to a survey, 72% of employees in India believe that job switching is essential for career growth. Job shopping enables professionals to explore and acquire new skills, take on more responsibilities, and build diverse professional portfolios with greater flexibility than staying with the same company for a long time. One report also stated that 60% of GCCs in India offer limited career growth prospects, leading to high employee turnover. As a result, staff are compelled to seek new opportunities outside their current organisations to achieve their career goals.
2. Emergence of the Gig Economy and Flexible Work Arrangements
The move toward freelancing and contract employment has broadened the horizons of GCC employees, offering greater flexibility and independence. In recent surveys, Millennials and Gen Z are driving this trend, with 72% of Millennials and 64% of Gen Z professionals prioritising work-life balance and personal satisfaction over job security. The gig economy in India is projected to grow to $455 billion by 2025, with a compound annual growth rate (CAGR) of 17%, according to reports. Professionals are breaking free from the traditional notion of full-time, permanent jobs.
3. Adaptive Work Culture
Recent surveys show that over 60% of GCCs report increased productivity and profitability through hybrid work adoption. Indian employees are increasingly discerning about the work cultures they choose. The growing demand for hybrid staffing models—blending on-site and remote work—calls for iterative changes, data-driven design, and behavioral shifts to create a flexible, frictionless work environment. On average, GCCs in India have grown by 24% in the last five years and now employ about 1,130 people. Employees are thus more likely to job-hop in search of healthier, more fulfilling work cultures.
4. Quest for Skilled Talent
Skilled talent can create a strong cultural foundation for a GCC with minimal downtime. This strategic hiring approach allows GCCs to swiftly build robust, multi-layered teams. According to reports, 85% of GCCs believe that talent acquisition and retention are top priorities. Additionally, 45% of employees in GCCs cite a lack of challenges and opportunities for skill development as reasons for leaving their current roles. Businesses increasingly seek specialists in data engineering, machine learning, and predictive analytics, alongside roles in cloud computing, cybersecurity, DevOps, and AI-driven automation.
Also Read: More Than Just Capability Centres: Seema Unni on the Rise of Smart GCCs in India
The trend of job shopping within Global Capability Centres (GCCs) in India reflects the shifting dynamics of today’s workforce. Driven by factors ranging from talent demand and the gig economy to career aspirations and remote work, job shopping has become a prevailing phenomenon. While it poses challenges for talent acquisition and retention, it also offers businesses a chance to reimagine HR strategies and develop dynamic, competitive, and employee-centric work cultures. As this trend progresses, GCCs must evolve and embrace these changes to thrive in a rapidly shifting global marketplace.
Janoo Motiani is the founder and CEO of Reed and Willow Talent Advisory group. She is a seasoned talent acquisition and resource management professional with proven expertise in managing Service Delivery for Fortune 100-500 clients in an onshore/offshore model overseeing day-day operations and HR outsourcing functions across geographies.
