If you are a leader in a new Global Capability Center setting up operations, these FAQs might come in handy while tackling some of the most pressing issues on talent branding and communication.
1. Our global brand is strong. Isn’t that enough to attract talent locally?
Answer: No. While your global brand may be known in B2B or investor circles, your employer brand in the local talent market is often weak or non-existent. You’ll need to build reputation from the ground up through storytelling, visibility, and engagement.
2. We plan to benchmark against tech giants. How can we compete for the same talent?
Answer: Competing with big tech is less about matching salaries and more about showcasing meaningful work, innovation, career growth, and a positive culture. Position your GCC as a place to shape global impact, not just maintain operations.
3. Do we need to invest in employer branding from day one?
Answer: Absolutely. Your first hires become your biggest brand ambassadors (or detractors). A strong employer brand helps reduce hiring friction, boosts retention, and gives you a narrative advantage in a competitive market.
4. How do we engage global leadership who have no context of India?
Answer: Use content and structured immersions. Share local talent insights, facilitate storytelling visits, and involve them in video messages and employee engagements to humanise the experience.
5. Should we engage in media outreach early?
Answer: Yes. Media outreach creates awareness, builds credibility, and helps control your narrative. Start with earned media (thought leadership articles, interviews), and evolve into paid or owned media as needed.
6. How do we manage Glassdoor and online reputation?
Answer: Don’t ignore it. Audit what’s said. Respond where appropriate. Encourage balanced reviews from new employees and ensure onboarding reflects the culture you want to project externally.
7. What should our site leader’s role be in branding and communication?
Answer: Site leaders are brand champions. Their voice on LinkedIn, participation in panels, and visibility in events will shape public perception and employee trust. Equip and support them to lead externally.
8. How do we measure success?
Answer: Use a mix of leading and lagging indicators. LinkedIn engagement, offer-to-join ratio, sentiment surveys, earned media mentions, Glassdoor scores, and leadership visibility metrics.
