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People Matters GCC Talentscope 2026 India Research
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1.
Demographics
(Required.)
Name
Business Email ID
Organization Name
*
2.
What is your current role?
(Required.)
CHRO / Head of HR
CEO
TA Leader
L&D Leader
Total Rewards Leader
HR transformation Leader
GCC Site Head
Other (please specify)
*
3.
Which industry does your organization belong to?
(Required.)
IT/Tech
Manufacturing
Healthcare
Financial Services
Consulting
E-Commerce
Other (please specify)
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4.
What are the top three talent concerns limiting GCCs’ performance and strategic impact in 2026?
(Required.)
External economic and technological uncertainty
Lack of intelligent, predictive hiring solutions that provide skills validation
Talent competition and rising people costs
Scarcity of niche AI other relevant skills
Lack of leadership and managerial foresight
Talent churn and lack of engagement
Growing use of AI and integrating AI agents with human workflows
Infrastructure gaps in emerging Tier-2 hubs
Government policies and support
Other (please specify)
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5.
Which skills are expected to see the highest demand in the GCC sector in 2026? (Select top 3)
(Required.)
AI/ML engineering
Generative AI and prompt engineering
Data science and advanced analytics
Cloud architecture and platform engineering
Cybersecurity and digital risk
Product management and product design
Full-stack and low-code development
ERP and enterprise application modernization
Domain-specific skills (banking, healthcare, manufacturing, etc.)
Program and transformation leadership
Other (please specify)
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6.
What is the average time-to-hire for critical roles?
(Required.)
Less than 30 days
30–45 days
46–60 days
61–90 days
More than 90 days
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7.
What proportion of critical roles take longer than your average time-to-hire?
(Required.)
Less than 10%
10–25%
25–50%
More than 50%
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8.
How would you rate the following as your hiring challenges and your current effectiveness in addressing them?
(Required.)
Challenge
Effectiveness
Rapid obsolescence of current technical skills
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Critical mid-level strategic leadership talent vacuum
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Broken and ineffective current recruiting processes
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Lack of AI-first recruitment tools and technologies
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Exceptional candidate experience
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Significant candidate ghosting during onboarding phase
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
High time-to-join
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Strong employer brand
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Assess soft skills and cultural fit of the candidate
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
External partnerships to source, engage & hire better candidates
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Analytics embedded in the recruitment decision making
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Onboarding experience
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Manage exponential headcount growth
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
*
9.
How would you rate the following as your skilling challenges and your current effectiveness in addressing them?
(Required.)
Challenge
Effectiveness
Skill evolution exceeding internal learning speed
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Implementing a comprehensive learning strategy
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Leveraging impactful LMS and other eLearning tools
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Ensure job impact through learning programs
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Culture of continuous learning and improvement
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Resistance to adopting AI-native workflows
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Embed GenAI solutions to make programs more engaging and relevant
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Leverage analytics to create meaningful learning pathways
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Disconnect between skills and career paths
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Focus on learning methodologies that engages a multigenerational workforce
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
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10.
In 2026, which of the following skilling interventions will have the greatest impact on addressing skill gaps? (choose all that apply)
(Required.)
Implement continuous technical upskilling, focusing on AI and digital fluency programs
Improve leadership and people manager development
Focus on in-depth domain and business understanding
Adopt cross-functional and rotation-based learning
Deploy AI-led personalized learning pathways
Improve ROI of AI-led learning programs
Upgrade internal learning programmes with latest pedagogies
Build a learning culture with senior leadership buy-in
Make learning multigenerational focused
Enhance change management strategies
Stay informed on regional L&D trends
Links skills with internal mobility and succession planning
Other (please specify)
11.
What are the top employee experience levers that impact engagement and retention in your GCC today? (choose all that apply)
Career growth and internal mobility
Meaningful work and ownership
Flexible and hybrid work models
Manager quality and leadership access
Well-being and mental health support
Personalised learning and skill premiums
Competitive and differentiated rewards
Internal gig and opportunity marketplaces
Strong leadership and culture
Other (please specify)
12.
How would you rate the following as Total Rewards challenges and your current effectiveness in addressing them?
Challenge
Effectiveness
Build competitive pay scale and bonus structure
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Ensure payroll compliance with state and country laws
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Leverage tech solutions to execute C&B strategy
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Create and execute flexible benefits plan
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Have a culture of wellness in the organisation
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Enhance delivery of health and well-being initiatives
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Build the right executive pay and hike structures
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Identify and retain critical and high-performing talent
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Ensure pay transparency
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
Maintain pay equity and inclusivity
-- Select an option --
Low
Medium
High
Very high
-- Select an option --
Low
Medium
High
Very high
13.
In 2026, where is your largest HR tech investment directed? (select top 3)
Agentic AI recruitment assistants
AI-enabled end-to-end recruitment
Immersive onboarding program
Hyper-personalised learning platforms
AI-enabled total rewards optimisation (pay, benefits, recognition, wellbeing)
Comprehensive performance management and career pathing
AI-led talent analytics solutions
Productivity tracking
AI-native workforce planning
Collaboration tools
Automated, real-time employee sentiment analysis and experience
Other (please specify)
14.
How do you see GCCs strategic mandate evolving in the coming 18 months? (choose all that apply)
Remaining focused on scale and cost efficiency
Driving process excellence and productivity improvement
Owning end-to-end functional capabilities
Leading global product, platform, or IP development
Spearheading AI-first and automation-led transformation
Acting as an enterprise innovation hub
Assuming greater global leadership and decision authority
Operating as a hybrid model with multiple mandates
15.
Are you comfortable with sharing your response details with our research partners?
Yes
No
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