A strong employee value proposition (EVP) simply means telling employees why your
company is a good place to work. In India, there are 1,800+ GCCs with nearly 2 million
employees, so people have many job options. Because of this, employees switch jobs often. A
clear EVP helps companies stand out and keep their people.Today, with 1,800+ GCCs and nearly 2 million
employees, people have many options, which leads to frequent job switching. To reduce this,
companies must clearly explain why someone should work with them instead of another GCC
nearby.
A good EVP combines the best of both worlds. It offers the strength of a global company,
along with local advantages like flexible work, supportive managers, and faster career growth.
For graduates, this matters a lot because they want meaningful work, not just a paycheck.
When an EVP is done well, employees get the chance to own global projects, build in-demand
skills like AI and cloud, and maintain a healthy work–life balance. This makes people feel
valued and connected to the company.
To build a strong EVP for a GCC in India, it’s important to first understand the parent
company’s global EVP and the values it stands for. At the same time, companies must pay
close attention to what the Indian talent market truly wants. Today’s graduates are looking for
meaningful work, supportive managers, flexible work options, and clear career growth, not
just higher salaries
.
Most importantly, the EVP must have strong leadership backing. It should be reflected in
hiring conversations, onboarding experiences, daily work culture, and manager behavior.
When leaders live these values consistently, the EVP becomes more than words on a page—it
turns into a real experience that helps GCCs attract, engage, and retain the right talent in a
competitive market.
To build a strong EVP for a GCC in India, it’s important to first understand the parent
company’s global EVP and the values it stands for. At the same time, companies must pay
close attention to what the Indian talent market truly wants. Today’s graduates are looking for
meaningful work, supportive managers, flexible work options, and clear career growth, not
just higher salaries.
he EVP should be localized for India. This means highlighting advantages such as tier-2 city
opportunities, strong upskilling budgets, internal role movements, and faster career
progression. Sharing real employee stories through platforms like LinkedIn, campus talks, or
internal sessions helps make the EVP feel genuine and relatable rather than just a marketing
message.
In simple terms, a strong EVP helps GCCs attract the right people and keep them for the long
run. When employees clearly understand what they gain growth, balance, purpose, and real
opportunities they stay engaged and loyal. For graduates, it means better careers with
direction. For companies, it means stable teams that grow with the business instead of
constant rehiring.