In today’s rapidly evolving business world, organizations are increasingly turning to Global Capability Centers (GCCs) and Global Business Services (GBS) to drive growth, optimize operations, and accelerate digital transformation. As these operating models expand globally, the need for the right talent and strategic partners becomes critical. That’s where BHR Code makes a difference.

What Are GCC and GBS?

Global Capability Centers (GCCs) are centralized hubs, often established in strategic locations, where companies set up specialized teams to manage functions like IT, finance, procurement, HR, analytics, and more. GCCs are designed to deliver expertise, enhance efficiency, and drive innovation for the parent organization.

Global Business Services (GBS) is an advanced service delivery model that brings together various business support functions such as IT, HR, finance, and procurement under a single, integrated framework. GBS delivers standardized services, promotes process excellence, and enables organizations to stay agile and competitive globally.

The Role of Talent and Staffing in GCC & GBS Success
Building high-performing GCC and GBS units demands access to skilled professionals. The quality of IT staffing, contingent staffing, and permanent staffing directly impacts the performance and agility of these global centers.

At BHR Code, we specialize in providing:
IT talent across trending technologies and traditional platforms
Contingent staffing for short-term, project-based, or flexible workforce requirements
Permanent staffing to help you build and retain core teams
Managed services to take charge of business functions, enhancing efficiency and cost savings

How BHR Code Reinvents Your GCC and GBS Journey
BHR Code partners with enterprises to:
Recruit top talent and quickly ramp up teams for GCCs and GBS units
Implement scalable staffing models including contract, retainership, and Build-Operate-Transfer (BOT) models
Integrate advanced digital tools such as AI, automation, data analytics, and cloud solutions to foster operational excellence
Design and develop Centers of Excellence (CoEs) for specialized functions, driving continuous improvement and innovation
Provide governance and managed services, ensuring quality and compliance across all processes

Why Choose BHR Code?
Pan-India and global talent reach to cater to diverse workforce needs
Deep expertise in supporting GCCs and GBS with both staffing and technology transformation
Proven track record in augmenting business capabilities for IT, finance, procurement, analytics, and more
Flexible engagement models to match every business requirement

Let’s Build Your Future-Ready GCC or GBS
Whether you are launching a new global capability center, scaling up your business services, or just looking for a reliable staffing partner BHR Code combines industry insight, recruitment excellence, and technology innovation to deliver results.

Ready to transform your global operations? Contact BHR Code today for expert GCC, GBS, IT staffing, contingent staffing, and managed services support

The post How BHR Code Is Reshaping GCC and GBS with Smart Staffing and Digital Solutions first appeared on BHR CODE PVT LTD.

Use applicant tracking systems.

1. Automate and Organize : – An Applicant Tracking System (ATS) is the lifeline of modern recruitment. It automates most of the repetitive tasks required in the hiring process, starting from sorting resumes to scheduling interviews. With an ATS, you are enabled to manage candidate data, track their movement in the hiring pipeline, and literally let no candidate fall through the cracks.
2. Improve Efficiency :- Also, an applicant tracking system allows the task to filter resumes based on specific keywords, skills, and qualifications. This will not only save time but also guarantee that you are focusing on candidates that meet your job requirement.

AI and Machine Learning

1. Improved Candidate Screening
   Artificial intelligence and machine learning examine each resume and application with astonishing precision. Such technologies would be able to assess the suitability of candidates based on their qualifications and experiences in comparison with the job description. This reduces the bias and makes the screening procedure absolutely fair.
2. Predict Candidate Success
   These machine learning algorithms could then go ahead and, based upon the historical set of such data, predict which candidates are most likely to succeed in a given role. This allows for more informed decisions by recruiters based on past successes of hiring.

Video Interviewing

1. View More Talent :- Video interviews give a chance to reach out to candidates worldwide, therefore increasing the chances of availability. It allows both the recruiter and the candidate flexibility in setting and conducting interviews from literally anywhere, therefore surmounting time zones and travel barriers. Video interviews allow you to assess the communication skills, professionalism, and cultural fit of a candidate in real-time. Many video interviewing platforms offer features such as recording and playback.

Use Data Analytics for Decision Making

1. Track Key Metrics :- Data analytics can give numerous insights into your recruitment process. Monitor key metrics such as time-to-hire, cost-per-hire, and effectiveness of different candidate sources. By analyzing data of this kind, not only are possible improvement areas and bottlenecks in a recruitment strategy spotted, but it helps in spotting them, too.
2. Take Data-Driven Decisions :- Use data to back your hiring up. For example, if data shows that the candidates from a particular source are performing well, you must allocate more resources to that channel. Data-driven recruitment is what will help make your process efficient and yield maximum hiring output.

Mobile Apply

In today’s mobile-first world, it’s key that your recruitment process is mobile-optimized. Ensure that your career site, application process, and communications are truly mobile-friendly in order to let candidates apply for jobs and stay connected with recruiters directly from their smartphones or tablets.

1. Leverage Mobile Apps :- Use mobile recruiting apps that ease the way candidates apply, keep track of their application process, and communicate with recruiters. This ensures that it does not only enhance the experience of the candidate but also keeps your recruitment process agile and responsive.

Create a Seamless Candidate Experience

Simplify the Application Process

1. Engaging with Candidates: Provide effective communication after submitting their application. End of the application process suppression screen Done but not completed Use technology to identify any time lags in their application process and promptly communicate by an automatic cadence system. Keep candidates in the loop at every step of the way with automated emails, chatbots, and text message alerts. Timely updates coupled with fast responses are what you need to keep the candidate experience on a positive track and, ultimately, this goes on to boost your employer brand.

Promote Your Employer Brand Online

1. Start Highlighting Company Culture :- Do this on social media, the company website, and any other online platform. Put the cultures and values your company has in the limelight by describing what makes your organization a great place to work. Attractive content might include employee testimonials, behind-the-scenes videos, and blogs that will draw tech-savvy candidates who relate to your brand.
2. Utilize Social Recruiting :- Reach out to potential talent via various social media platforms, including LinkedIn, Twitter, and Instagram. Post job opportunities, industry-related news, and contribute to some relevant forums. Social recruitment will help reach more passive talent, which is not actively searching but could be ready for new challenges.

Conclusion

A tech-savvy recruitment process is part and parcel of being competitive in the market. Shorten your hiring cycle and bring top talent to your firm using tools that include ATS, AI, video interviewing, data analytics, and mobile recruiting. Other areas include building an online employer brand, seamless experience with candidates, and more, which will further boost your chances with top candidates. Using more technology in your very own recruitment strategy—assuredly a mark of a forward-thinking employer—improves efficiency.

The post Building a Tech-Savvy Recruitment Process: Best Practices first appeared on BHR CODE PVT LTD.

Develop a great employer brand.

1. Show Off Your Company Culture : – To attract passive candidates, first build a compelling employer brand. Ensure that your company culture, values, and mission are the highlights everywhere—on your website or even on social media. Employees’ stories and testimonials, shared to give real-life views of what it’s like to work in the organization, do magic. If they showcase a happy workplace and good company values, passive candidates that might fit into your culture can get interested.
2. Emphasize the Opportunity for Career Growth : – These days, the best passive candidates consider long-term development. Show them how your company will help them achieve this by means of training programs, mentors, and opportunities for advancement. This could be done through posts, videos, or even case studies that prove how often your employees moved up the career ladder within your company.

Take Advantage of Social Media

1. Share on LinkedIn : – This is a very significant gateway to passive candidates. Bring your LinkedIn company page to life by posting relevant industry insights, company news, and employee spotlights. Join relevant industry groups and comment on conversations within them in order to help establish relations with passive candidates.
2. Use Twitter and Facebook to your advantage : – Share on Twitter and Facebook to increase your reach. Share company achievements, events, and innovations. You may attract passive candidates who are following the latest developments in the industry, interested in new opportunities, through these means.

Employee Referrals

1. Encourage Employee Referrals : – Your current employees are a great source for finding passive candidates. Motivate them to refer professionals from their network by offering incentives or recognition. Many times, referrals will bring you some really good fits for your organization.
2. Develop a Referral Program : – Develop a structured referral program that has documented processes and rewards for successful hires. Good referral programs will keep employees motivated and active in their quest to source passive candidates.

Attend Industry Events

1. Participate in Conferences and Meetups : – Listen in person to prospective candidates at industry conferences, trade shows, or local meetups. Start the conversation about your company’s vision, collect contact information, and follow up later with passive candidates.
2. Host Your Own Events :- Consider organizing webinars, hackathons, or networking mixers. This allows you to connect with passive candidates, express the expertise of your firm, and continue building relationships.

Provide Thought Leadership Content

1. Publish Insightful Content : – Establish your company as a thought leader with articles, blogs, and whitepapers on relevant topics in the industry. Share your thoughts on new technologies, best practices, and trends. A passive candidate is more likely to engage with companies that give back valuable knowledge to their field.
2. Share Case Studies and Success Stories : – Emphasize case studies and success stories as a means of demonstrating how your company has solved industry challenges or helped clients in accomplishing their goals. This gives proof of your knowledge in the sector while attracting passive candidates looking for innovative solutions.

Personalized Outreach

1. Tailor-made Messages : – When connecting with passive candidates, personalize the message. Their background information will help in addressing the specific skills, experiences, and aspirations identifying a candidate. Such an approach, by being personalized, will say that you care about their special qualifications and express genuine interest in them.
2. Develop Long-Term Relationships : – Keep in touch and update even passive candidates about the developments happening in your company—relations are something you build over time, usually increasing the chances on the candidate’s end to consider your opportunities in their future.

Conclusion

Attracting passive IT candidates involves building a strong employer brand, leveraging social media, using referrals, engaging in industry events, sharing thought leadership, and personalized outreach.

The post How to Attract Passive IT Candidates: Strategies for Success first appeared on BHR CODE PVT LTD.