Reimagining talent strategy: Insights from GCC India Talentscope 2025

As India continues to cement its position as a global hub for Global Capability Centers (GCCs), the demand for future-ready talent is fast outpacing supply. This was the central theme of the People Matters GCC India Talentscope 2025 Research launch event. 

The talent readiness dilemma

Preparing for the Talent Tipping Point: Future-proofing India's GCC Workforce Strategy brought together Yash Mohan, Head HR, Wells Fargo and Seema Padman, VP- People, at Flutter Entertainment India. Discussing how today, while the GCC ecosystem is growing — indicative of India's strategic importance in the global economy — leaders identified that talent gaps flag a critical concern: the acute mismatch between demand and supply of future-ready talent.

Both Yash Mohan and Sema Padman agreed that the talent crunch is not a new issue but is intensifying due to the pace of technological change. As organizations evolve, traditional HR models are becoming increasingly ineffective, necessitating a complete reset of workforce strategies. While the volume of graduates is high, many are not industry-ready due to outdated curricula and a lack of practical experience. “Skills are becoming obsolete faster than they’re taught,” Padman pointed out.

The promise of AI

AI is being increasingly used to streamline hiring—from resume screening to interview scheduling. However, both leaders cautioned against overreliance. AI can replicate biases if not properly monitored. Padman stressed that “AI should augment, not replace, recruiter judgment.”

Mohan added that ethical AI and human-in-the-loop systems are crucial to maintaining fairness and candidate trust. AI can enhance candidate experience and efficiency but cannot evaluate qualities like learning agility or cultural fit.

Other key highlights from the discussion:  

A shift to dynamic, skill-based talent models is essential: Companies must move away from static roles and invest in internal mobility, adjacent skills, and continuous learning. Workforce planning must incorporate both technical and behavioural competencies.

Strengthening the end-to-end talent lifecycle is necessary to drive results: Personalisation across onboarding, learning, rewards, and career paths improves retention and experience. Flutter’s 90% offer acceptance rate highlights the impact of high-touch, tailored journeys.

Talent analytics, cross-industry and community learning are strategic levers: External networks, industry cohorts, and knowledge-sharing platforms help bridge exposure gaps and build future-ready capabilities across diverse functions.

Culture and belonging anchor long-term success. Beyond systems and tools, organisational culture and emotional connection are key to sustained engagement, retention, and a high-performance environment.