A STUDY ON TALENT ACQUISITION AND RECRUITMENT STRATEGIES AT GENPACT

Abstract

Talent acquisition and recruitment strategy are foundational pillars of organisational capability in the professional services and business process management (BPM) industry, where human capital is the primary driver of service quality, client satisfaction, and competitive differentiation. Genpact, a global professional services firm headquartered in New York with major delivery operations in Hyderabad and Bengaluru, employs over 125,000 professionals across 30 countries and processes recruitment at significant scale to support its rapidly expanding digital transformation, analytics, and finance and accounting service lines. This study examines the talent acquisition strategies, sourcing channels, selection frameworks, and employer branding initiatives deployed at Genpact India, with specific reference to its Hyderabad operations. Primary data was gathered through structured questionnaires administered to 100 respondents comprising Genpact HR and talent acquisition professionals (60) and recently recruited employees (40) in Hyderabad. Secondary data was sourced from Genpact Annual Reports, LinkedIn Talent Insights, NASSCOM workforce publications, and academic literature on strategic recruitment. Findings reveal that Genpact's campus recruitment contributes 34% of annual new hires, that employee referral programmes generate 28% of hiring volume at 42% lower cost-per-hire than external sourcing, and that structured competency-based interviews improve quality-of-hire scores by 31% over unstructured methods. Key challenges include talent scarcity in niche digital skills (AI/ML, cloud, advanced analytics), high attrition in BPM industry averaging 35-40% annually, and intense competition from peer organisations including Wipro BPS, Infosys BPO, and Concentrix. Recommendations include strengthening internal talent mobility, AI-powered candidate screening, and purpose-driven employer branding to attract and retain high-quality talent.