How to work with disengaged employees?

How to work with disengaged employees?

When a new employee joins the company, they are mostly full of energy and determination. They find their new workspace and their new colleagues exciting. They want to impress their managers and so they put their all into their work. 

However, after a year or so, the excitement and determination wear off. Many employees start finding their working days tedious and repetitive and that often leads to disengagement with their work. 

Such employees can be a huge hassle for your business as they tend to push your company back when it comes to achieving business goals. These employees not only underperform but also create friction for the high performers of the company and so, it is highly imperative that managers learn to work with them.

Why are employees disengaged?

Several factors can contribute to disengaged employees. However, employee disengagement is usually caused by the lack of the following aspects in the employees’ working life:

  • Feedback from managers
  • Communication between employees and managers
  • Recognition 
  • Work flexibility
  • Trust
  • Control
  • Development of the employee
  • Teamwork
  • Respect from coworkers and managers 
  • Autonomy
  • Proper remuneration

Of course, the reasons for disengagement can be different from the factors mentioned above and can be much deeper and personal. Whatever may be the factor, it is crucial to identify the disengaged employee and also the cause of the disengagement.

Types of employees on the basis of engagement

There are three classifications of employee engagement: engages, partially disengaged, and totally disengaged. Let’s compare the three levels of engagement in employees as it will help you in identifying them in your organization.

dissengaged employees

Engaged employees

The characteristics that you are likely to find in engaged employees include passion and innovation. They feel a profound connection to the company they are working for and they tend to move the company forward.

2. Partially disengaged employees

These are the employees who seem unhappy at work. It’s not like they are not working. They are putting in the time and working on whatever they are supposed to work on, but without an ounce of energy or passion.

3. Totally or actively disengaged employees

These employees are not just unhappy at work but they actively display their unhappiness by actively not engaging in work. They tend to shrug off their responsibilities and or delegate them to their juniors or interns. Such employees damage the overall productivity of the organization.

How to work with disengaged employees

Once you have identified the disengaged part of your workforce, you need to take measures to manage such employees and re-engage them. Here are some tips that may help you in increasing the engagement level of your employees:

1. Lead them towards efficient workflow

Disengaged employees can become highly responsive to good leadership. So, sometimes it is good to remind your employees that their performance is being tracked by their manager or business owner. Let them know that their good work will be rewarded and if they don’t work well, try to work out the problems with them. 

This might push them to be more dedicated to their work if they know that they are being watched. Watching does not mean that they are being spied but it can be in a more of a caring sense. It can make the disengaged employees feel that their work matters and so, they might try to re-engage with their work.

2. Set goals together

Many times, employees lose their focus in the workplace because they do not have any goal to work towards. Thus, it can be a game-changer to refocus their attention by placing a deadline for a project. Without a deadline, employees may feel that they do not have a tangible goal and so they become lethargic in their work. Therefore, having deadlines can be a great way to get back the attention of employees.

3. Show appreciation

A simple ‘thank you’ can act as a big encouragement to the disengaged employees and can push them to work harder. When an employee feels underappreciated, they will lose their motivation and passion towards their work. 

If you do not want that to happen, it is a great idea to show them appreciation and say phrases like ‘thank you’ or ‘good job’ when they complete a project. This will show them that their work is valued and they will put more of their effort and energy into future projects.

4. Keep them in the loop

In simple words, do not forget to communicate with your employees about your business goals. Many managers commit this mistake of giving tasks and projects to their employees without letting them know the goal behind those projects. Tell them why you want them to do something and what purpose it will serve in the long term. 

An easy way to do this is by holding regular staff meetings in which you sit down with your employees and discuss the current and future projects and objectives of the company. This will make the employers feel like they are a part of the team and they will not feel left out. Consequently, when they know the reason behind the tasks they are supposed to carry out, they will be more passionate and enthusiastic about doing them.

5. Providing more flexibility

The 9-5 workday is a cause of disengagement with work in the case of many employees all over the world. Many employees complain that these working hours make their work feel mundane, tedious, and unexciting. This is so because some humans cannot work at their best potential when confined in the same routine every day. The routine makes them feel stuck and thus, they feel the need to break out of their routine which can lead to slacking off work. 

This is why we are seeing a trend in freelance work recently and many organizations are trying out more flexible working hours for their employees. Especially since Covid-19 hit the world and work-from-home became the new normal, flexibility in working hours has turned into a necessity rather than a luxury. 

Therefore, the takeaway from this is that if your business goals allow it, you must consider experimenting with flexible working hours and creating a dynamic working environment. 

6. Make your expectations known

If you do not set clear goals for your employees and let them do their work at their own pace and rules, they are very likely to become disengaged. Thus, it is essential that you communicate your expectations that you have from your employees so that they can work towards meeting those expectations. 

Without proper communication with your employees about the objectives, they will lose their motivation to do the work. Communication is a big part of employee engagement and so, make sure that your employees are made aware of the expectations regularly.

7. Allow them to use their hidden talents

There are certain talents and skills that may not be mentioned on the CVs of your employees. They can be talents that you can only see when you provide the employees with opportunities to showcase them. 

In many cases, an employee may feel disengaged if they are not allowed to reveal their talents and true potential. These talents can be a big asset to your business and thus, it is for your benefit as well as for the employee’s to let them shine. 

Thus, as a manager, you must give opportunities to your employees and give them tasks outside of their job description, to uncover their hidden talents.

8. Pursue customer testimonials and reviews

When an employee or a team is made aware of how they have made the customers happy, it lets them know that their work is valued. This boosts their engagement and motivates them to continue working hard. 

Therefore, what you can do is, seek out stories from customer reviews that show how any of the staff members have impressed them. Then, share these stories with your entire team. This is likely to have a positive impact on not just the staff member mentioned in the review but will also motivate other employees to follow in their footsteps.

What not to do

We have just shared with you all the things you can do to increase the engagement of your employees. However, sometimes there can be things that you are currently doing that can be a cause of disengagement in employees. Thus, here is a list of things that you should avoid doing if you do not want your staff members to lose their productivity: 

  • Making assumptions about their performance

Many managers commit the mistake of making assumptions about the performance of their employees based on their engagement level. Thus, even if your employees are not completely engaged in their work, you should not overreact or be dramatic about it because they might still perform highly. You might expect them to underperform but there have been many cases where the engagement level did not have a negative impact on the performance of the employees.

  • Forcing employees to be someone they are not

Every person has unique skills, talents, and temperaments. You cannot force them to develop skills in one day and you must not force them to act like someone else. It is good to push people out of their comfort zones but you should be careful not to cross the line between pushing and forcing your employees to do something.

  • Getting emotional

You must not associate emotions with the work as it can have a negative effect on your co-workers. Disengaged employees will cooperate more if you adhere to a formal style of communication and do not try to incite their emotions.


At the end of the day, you must remember that disengaged employees do not mean that they are not assets to your company anymore. Their engagement levels can be increased if you try the tips mentioned in this guide. Even if nothing changes, you must learn to work with them because they still might provide great results for your business. However, as a manager, you must try your best to keep your employees excited and passionate about the work of your company.

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What you must know about the upcoming labour laws in India (2021)

What you must know about the upcoming labour laws in India (2021)

The implementation of the new labour laws in India has been extended by the government. This decision has been made to give more time to firms so that they can modify their salary structure. The previous date for implementation of labour codes was April 1 but now it has been extended indefinitely due to elections and the second wave of novel coronavirus.  

Nevertheless, the new labour codes will come into effect soon and the employers will have to restructure a lot of their company policies. Let’s take a detailed look at the new labour laws.

The 4 labour codes

The labour laws are currently divided into 4 labour codes by the government, each of which represents a specific category of laws. The 4 labour codes are as follows:

1. Industrial Relations Code

This contains laws regulating industrial disputes and trade unions in India. The IR Code proposes that firms having up to 300 workers will not be requiring prior government approval for firing employees or closing the plant or factory. The firms with more than 300 employees will need to take prior government approval for the same. 

The code also states laws for the workers going on strikes and stipulates that workers of an industrial establishment will need to provide 60 days’ strike notice to the employer. Moreover, in the case of proceedings pending prior to an industrial tribunal or a labour tribunal, the employees cannot go on a strike for 60 days after the completion of the proceedings. The code makes flash strikes illegal.

2. Code on Social Security 

This code contains laws regarding the social security and maternity benefits of the workers. This code extended social security benefits like maternity leave, disability insurance, gratuity, health insurance, and old age protection to workers in the unorganized sector. The unorganized sector in India is growing in popularity and includes gig workers, platform workers, contract workers, freelancers, and home-based workers. 

According to a report by MSDF & BCG , Gig economy has the potential to serve upto 90 million new jobs in India in the long run.

With the recent labour code changes welcoming the gig and platformer workers, Indian workforce is witnessing the beginning of a new era. 

The code also proposes gratuity benefits for fixed-term employees without requiring them to serve a minimum period. A social security fund is also proposed in order to extend these benefits to unorganized workers as well. The platforms and aggregators will supposedly make contributions to the fund, which will be either 1-2% of the turnover or 5% of the worker’s wages. The central and state governments can also make contributions to the fund.

3. Occupational Safety, Health, and Working Conditions Code 

It includes laws aimed to regulate the safety, health, and working conditions of employees working in establishments with 10 or more workers and in all mines and docks. This code stipulates widening its applicability to various types of workers, such as inter-state migrants, sales promotion employees, and audio-visual workers.  

For encouraging gender equality, the code stipulates allowing women workers during the nighttime if they have agreed to it. It also proposes that the benefits of the Public Distribution System can be availed by inter-state migrant workers in their home state or in the state where they work.

4. Code on Wages

This 2019 code of labour laws in India includes laws regarding the wages and bonus payments paid to the workers by employees in every industry, trade, business, or manufacture. The Code on Wages made provisions for minimum wages and timely payment of wages for all workers in India. 

A new concept called the floor wages was introduced in this code according to which, the central government will fix the rates by taking into consideration the minimum living standards of the workers. When the code is implemented, the minimum rates of wages fixed by the State Government cannot be less than the floor wages fixed by the Central Government.

This code applies to every establishment regardless of the number of workers in the establishment and is also applicable to organized as well as unorganized sectors.

Previous states of the codes on labour laws in India

The 4 labour codes were introduced for the streamlining and simplifying of the country’s existing and overlapping labour laws. These 4 labour codes merged the 44 pre-existing labour laws. They have been already passed by the Parliament and have also received the President’s assent. There are a lot of changes in the new labour codes and some of them are discussed below:

  • According to the Industrial Relations Code 2020, companies having 100 or less than 100 employees weren’t required to take permission from the government to fire employees. However, now the new labour codes allow companies with up to 300 workers to fire workers without the government’s permission. 
  • Earlier, the workers needed to give two weeks’ strike notice but now the new codes require them to give 60 days prior notice. 
  • The unorganized sector was not provided social security cover but now the law provisions social security benefits for the sector under CSS 2020. 
  • The new codes state that workers with just 1 year of service are also eligible to draw gratuity whereas previously, minimum years of service required to be eligible was 5 years. 
  • Previously, the OSH code stated that the maximum work hours should not exceed 9 hours a day but now it has been extended to 12 hours a day. 
  • There used to be no provision for minimum wages for the employees but now the minimum wages will be determined by the central government under the new labour laws.

The states of India can choose to frame their own rules for governing the labour in their respective states because labour laws come under the concurrent list of the constitution of India. While these codes have been welcomed by the industry and the employers, labour unions have strongly criticised them. They complained that these codes are highly anti-labour and are favoured towards employers.

Effects on Salary

The new labour law, when comes into effect, will have the biggest impact on the take-home paychecks of the workers. It is expected to fall because the government is planning to increase contributions towards provident fund (PF) and other schemes. The new labour laws in India, whenever they are given the green-light, will have a drastic effect on salary structures of organizations.

Basic Pay to be 50 percent of CTC

The code in new labour laws in India proposes to make it mandatory for firms to ensure that 50 percent of employees’ CTC is basic pay. The remaining 50 percent should comprise other employee allowances, such as overtime, house rent, etc. 

If the firm pays the employee any additional allowances that exceed 50 percent of the CTC, it will be seen as remuneration to be added to the salary.

Increase in Gratuity Cost

The new labour laws in India, when passed, will restrict the maximum basic pay to 50 percent of the CTC, which means that the Gratuity bonus to be paid to the employee will increase. 

The calculation of gratuity amount will be carried out on a larger salary base. This salary base will include basic pay and allowances. Therefore, the gratuity cost of companies will likely increase.

Social Security (Pension)

The definition of wages will be changed after the wage code comes into play. The various social security like Provident Fund, Gratuity, ESIC, etc. will be seen as a percentage of the wages and not as a basic allowance. Therefore, this means that the take-home pay will decrease while the social security (pension) component of the wages will increase.

Effects on Working hours

After the wages of employees, the new labour laws in India will hugely affect the working hours of employees. The firms will need to modify their working hours and policies related to the same.


The new labour laws in India stipulate that the employees will be paid overtime payment for overtime of 15 minutes or more. This is applicable to all employees, including the managerial staff. Additionally, the overtime payment should be at least twice that of the employees’ regular pay.

Maximum working hours

The maximum working hours will be set at 48 hours for a one-week work capacity. The employers cannot make their employees work for more than this. The employers have the freedom to adjust the work time in a 4-days, 5-days, or 6-days week structure.

Faster settlements after resignation or removal

Section-17(2) of the code on Wages states that the wages payable to an employee should be paid within two days of removal, dismissal, resignation, or retrenchment. To fulfil this, the exit formalities and HR processes will need to be completed quickly in the alloted period by the HR department. The remaining dues also must be settled in that prescribed time. This, of course, will be a challenge for the firms, especially, SMEs.


These new changes in labour laws in India can be a bit of a headache for firms lacking in labour and resources. Workex, however, is here to help such businesses. Our team of payroll experts will accurately calculate payroll of each employee, incorporating the tax and social security (pension) deduction. 

As a manager or business owner, you will be easily able to onboard all of your employees on our app. Following this, you can relax as we will take care of everything from here, from tracking employees’ attendance and performance to payroll management to legal compliance. All your employees need to do is enter their clock-in and clock-out times on our app and we will track their attendance and punctuality, based on which, we will curate performance charts of each employee. 

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Basic Payroll Processing Steps: A Beginners Guide

Basic Payroll Processing Steps: A Beginners Guide

Payroll processing is one of the most important tasks in any business. If not taken seriously, mistakes are bound to happen in payroll processing steps. This can be a serious problem for the employees who are waiting for their salaries at the end of the month. 

It is essential that there are no irregularities in payroll processing. If the payout of the employees are delayed, they can lose their trust in the company’s management as it directly impacts their livelihood. When employees lose trust, they lose their motivation to work properly, which leads to disengagement. This, in turn, can be detrimental to the business objectives of the firm. 

In order to avoid such problems, we are going to provide you with all the necessary information regarding payroll along with all the payroll processing steps. This will help you in making minimal mistakes when it comes to payroll processing. 

What is payroll?

Payroll refers to the total amount of money paid to the employees by the employer and as a business function, it involves the following:

  • Developing organization pay policy including flexible benefits, leave encashment policy, etc.
  • Gathering other payroll inputs 
  • Defining payslip components like basic, variable pay, HRA, DA, CA, etc. 
  • The actual calculation of gross salary along with statutory and non-statutory deductions. 
  • Paying the employee
  • Depositing dues such as TDS, EPF, etc. and filing returns

Thus, payroll processing involves arriving at the ‘net pay’ of the employees after adjustment of taxes and other deductions. It is necessary to plan the payroll process step-by-step so that the payroll of employees can be managed efficiently. The formula for calculating net pay is given below:

Net pay = Gross income – Gross deduction  


Gross income salary = All types of regular income + allowances + any one-time payment or benefit

Gross deduction = All types of regular deductions + statutory deductions + any one-time deductions

Stages of Processing Payroll

The person in charge of processing payroll must conduct careful planning before actually sitting down to process payroll. For processing payroll, constant monitoring of changes to withholdings, contribution to social security funds, etc. is required. This entire process can be divided into three stages:

  1. Pre-payroll process,
  2. Actual payroll processing and calculation, and
  3. Post-payroll process.

Now let’s go through each stage one-by-one:

Stage 1: Pre-Payroll Process

  1. Defining payroll policy

This is the first step among all the payroll processing steps where you are required to establish policies for the payroll process. These policies will need to be approved by the management to turn them into standards. Some examples of such policies are pay policy, leave and benefits policy, attendance, policy, etc. 

Apart from the payroll policy, payroll cycle and payout attendance cycle also needs to be defined as part of the pre-payroll process. They have a direct impact on the payroll policy.

  1. Gathering inputs

The next step in the process is gathering inputs from various departments of your organization so that the payroll calculated is accurate. Below are the data inputs that you may need to ask from various departments:

Collecting all this data may be overwhelming to you so, you must use payroll software which comes with features like leave and attendance management, ESS (Employee Self Service portal), and much more. Using such software will make the payroll process much easier for the HR department. 

EmployeesIncome tax declaration, facilities availed, and more.
HR teamSalary structure, eligibility for benefits, etc.
Finance teamDeduction for recoveries etc.
Leave and attendance systemsData from attendance systems, current work shift, etc.
General service providers Transport service provider, canteen vendor, etc. 
  1. Input validation

After collecting all the required data for the payroll processing, you will need to verify the validity of the collected data. This step is highly important because a small error at this stage can sabotage your entire payroll process. Here is how you can validate the data:

  • Making sure that the list contains all active employees and it should not have any employees who are no longer with the company
  • Checking that the data is adhering to the company policy
  • Ensuring that the data collected is in the right format

Now you are ready to move on to the 2nd stage of the payroll process.

Stage 2: Actual payroll processing steps

  1. Payroll calculation

After the verification of the gathered data, you can now enter it into the payroll system. The results obtained will be equal to the net pay of the employees after adjusting the necessary taxes and deductions. This step requires you to recheck the process so that there is no chance of making a mistake. 

A payroll system is a software that automates the payroll process. You can integrate such systems with leave and attendance tracking systems and employee self-service portal. These systems are responsible for keeping track of employee’s working hours, calculating their salaries, calculating taxes and deductions, printing payslips, and more. 

Using a payroll system saves a lot of your time, enabling you to focus your time and energy on your business goals. 

Stage 3: Post-payroll process

  1. Statutory compliance

The payroll administrator must strictly adhere to the statutory compliances when conducting payroll processing. There are numerous statutory deductions such as EPF, TDS, ESI, and more, that can be deducted from the payroll of employees. These deductions are supposed to be paid to the respective authorities or government agencies. 

  1. Payroll accounting

Your company must be maintaining an accurate book of accounts and the net salary paid to the employees should be one of the most critical entries in it. Hence, the entering of salary data into the accounting or ERP system should be a part of the post-payroll process and ensure that no data is left or wrongly entered. 

  1. Payout

Now that you have completed all the steps mentioned above, it is time to finally pay your employees, their net salary amounts. You can pay them through cash, cheque, or bank transfers. Make sure that you are maintaining salary accounts of your employees for convenient payouts. 

  1. Reporting

The final task in the payroll processing steps is preparing accurate reports that will have information about the employees’ payroll such as department or location-wise employee cost. After the reports are prepared, they need to be sent to the finance department or to the management team so that they can be analysed further and cross-checked. 

These are all the payroll processing steps required in any organisation and if followed correctly, it will be fairly easier to manage the payroll of your company. 

Payroll Handling Methods

There are 3 possible options for managing the payroll of your organisation and they are as follows:

  1. Excel based payroll management
  2. Using payroll software
  3. Payroll outsourcing

Excel based payroll management

There are many small businesses, start-ups or organisations with a handful of employees that choose excel based payroll management. Excel based payroll management is carried out on Microsoft Excel spreadsheets with the help of standard payroll calculation template. There are pre-set mathematical formulas that are supposed to aid the payroll officer for managing the payroll of the employees. 

Using payroll software

As we have mentioned earlier, using payroll software is a great option as it saves up a lot of time and makes the job of payroll officer a lot easier. 

For successful processing of payroll, it is necessary to make sure that payroll inputs are being properly gathered from every source. Manually gathering inputs can be prone to errors but using a software can be immensely helpful. There are several payroll management software available in the market for you to choose from. 

These software not only automate payroll computation but also act as a platform for leave and attendance management, employee self-service portal, and HR management platform. 

Payroll outsourcing

There is also an option of outsourcing payroll which refers to taking the help of an external agency for managing your payroll processing steps. Organizations who cannot afford a payroll officer or someone to process their payroll, go for this method. 

Firms can provide data such as attendance, leaves, payment details, and more to a payroll service provider. On receiving this data, the payroll service provider will compute the payroll of each employee while taking into account statutory deductions. 

Need help in managing your payroll? Choose Workex. 

Managing payroll can be a hectic task and can take up a lot of your valuable time and budget which you can otherwise spend in achieving your business goals. Lucky for you, Workex is here to help you with that. 

At Workex, we provide payroll management services to organisations at a nominal fee. All you need to do is onboard all of your employees on our system. After this, we will take care of the attendance and leave tracking, filing taxes, and computing the payroll of your employees accordingly. 

Thus, this will not only decrease the need of hiring a payroll officer but you are also guaranteed to get top-notch payroll processing services. So, what are you waiting for? Contact us immediately for more details and we will get back to you. 


Hence, payroll management is a crucial task for any organization with employees to pay. However, it can be easily done if the steps mentioned in this guide are meticulously followed. 

All you need is a payroll officer or someone who is competent enough to follow the payroll processing steps and you’re good to go. You can hire one through our amazing job portal at Workex or you can use our payroll management services.

Implementation and evolution of AI in recruitment sector

Implementation and evolution of AI in recruitment sector

AI in recruitment is a recent phenomenon that has proven to be successful in conducting efficient and improved recruitment processes. It also does not let the quality of the hiring process be diminished and therefore, it is being embraced by recruiters worldwide.

Impact on the HR industry

With the advent of online job postings, it has become increasingly easier to apply for jobs. This has led to thousands of job applications for one position only. Due to the sheer number of candidates who apply to online jobs, it is almost impossible for recruiters to directly communicate with each and every one of them. However, it is important to let the candidates know about the company’s decision so they can move on with their job hunting. 

This is where Artificial Intelligence comes in. AI is being implemented by recruiters all over the world to help them with communication along with other aspects of the recruitment process. 

Many employers are using AI in the recruitment process but they are not aware of it because it can be hard sometimes for non-data scientists to know what is the scope of AI technology. The overarching truth is that AI technology is immensely helping the recruiters and HR in finding the right candidates for the jobs at their companies. 

The ways in which AI has impacted the HR industry are abundant and we will be highlighting some of them down below:


Chatbots is a great example of AI technology that has been used to improve the overall candidate experience. Apart from this, it also makes the life of recruiters easier by decreasing their administration time and their workload. 

Many popular businesses like Swiggy and BigBasket have used Workex chatbots for hiring purposes.

These industry leaders have loved the service we provided to them since our chatbots came with the option of having conversations with people in their own regional language. Other features available in our chatbots included scheduling interviews and setting up reminders for the interviews. Additionally, our chatbots are agnostic to the platform and they could be run on Facebook Messenger as well. 

AI in recruitment 2

Chatbots have allowed the recruiters to take their hands off the wheel and let the AI bots take over. They interact with job seekers in real-time and help solve most of their queries and issues.

Chatbots help HR by:

  • collecting data about the candidates like their personal information, their CV, etc.
  • asking questions for screening
  • providing answers to the general questions asked by the candidates
  • scheduling interviews according to the schedules of all parties involved
  • setting up reminders for the interviews for both recruiters and candidates
  • automatic follow-up

Hence, chatbots make the lives of both candidates and recruiters easier. Candidates get quick answers to their queries and get confirmation that their application has been successfully sent to the recruiter. Recruiters do not have to now respond to each and every candidate and can instead use their time on more important tasks such as screening candidates.

Quality hiring through machine learning

Machines have proven to be great matchmakers when it comes to finding suitable candidates for corresponding jobs. 

The 21st century is largely powered by data and every industry is using data for day-to-day tasks. In the recruitment industry as well, data is bringing about natural, effortless, and accurate matchmaking between jobs and candidates who will be most ideal for those jobs. 

HR managers know very well how taxing can be to manually screen candidates from a large applicant pool. Artificial intelligence, however, can filter out suitable candidates for the job based on the job description and the information provided by the candidate. This means that the HR department now only has to look through the resumes of the relevant candidates which automatically makes their work much easier. 

This is done by a job description parser whose algorithm extracts a candidate’s previous experience, education level, and relevant skills and then matches it with the requirements in the job description. It only sends those resumes of the candidates to HR that exactly match the job requirements.

This also means that the possibility of human error is eliminated when screening candidates for the job. Human error is fairly common in such situations where there are thousands of applicants for one job but thanks to the latest technology, it is no longer an issue and applicants can be assured of fairer treatment than before. 

AI could also be leveraged to provide advanced conversational experience while recruiting. Normal chatbots have predefined responses and answers. However, Mya is a conversational AI platform for hiring teams that uses natural language understanding and machine learning techniques to deliver a robust and more engaging communicative experience. 

Hence, AI in recruitment has not only made the workload of the HR department lighter but also made the hiring process fairer. 

How Linkedin uses AI

Linkedin uses machine learning to match candidates with recruiters but not many employers are aware of that. Every day, thousands of recruiters from all over the world rely on Linkedin for finding candidates for the job positions at their firms. 

Linkedin Recruiter helps them in building and managing a talent pool that optimizes the chances of finding the most ideal employee. Hence, recruiters are using AI every time they are using Linkedin for finding candidates but many of them are not aware of it. Such recruiters might even blatantly claim that they have never used AI for recruiting employees. 

Linkedin has been constantly experimenting with machine learning techniques so that the recruiters and the candidates both can easily find what they are looking for on the platform and have a smoother experience while getting the desired results. Linkedin uses three-factor criteria for framing the objectives of the search and recommendation model of the platform:

1. Relevance:

The search results should not only contain the names of relevant candidates but also candidates that could be interested in the target position.

2. Query Intelligence:

The search results should not just fulfil specific criteria but also show candidates that match similar criteria.

3. Personalization:

Linkedin allows you to personalize search results which can lead to a successful search and recommendation experience.

 Unbiased sourcing

As mentioned earlier, AI eliminates any kind of bias when helping recruiters in finding suitable employees. Human minds can not be completely bias-free because we live in a society where stereotypes and prejudices are rampant. So, there is no guarantee that these stereotypes and prejudices will not make their way in recruitment processes. 

Hence, AI ensures a fair recruitment process which was not possible before. The recruitment industry needs to be rid of all bias. AI is helping it to achieve that aim by following the below-mentioned measures:

  • It sources and screens candidates on the basis of quantitative data points exclusively.
  • It does not pay any heed to the demographic information of the candidates.

Consistent and delightful candidate experience

People who have ever experienced job hunting know that the recruitment process is hardly straightforward and simple. It can be long and full of uncertainty. This can sometimes lead to a negative and stressful experience for the candidate. However, with  the introduction of AI in recruitment has the potential to make it a much more positive experience for candidates. 

When candidates do not receive any feedback on their application, it can be quite frustrating. AI has solved this problem as they provide real-time/on-demand information to the candidates about their application status and follow-up messages to their application. 

AI can also provide personalised and contextualised candidate experience at all stages of the recruitment process. This is bound to elevate the candidate experience as they will receive information they need faster and easier than before.

AI in recruitment 1

How Workex combines with AI

At Workex, we strive to match recruiters with the perfect candidates for them. Our aim is to make sure the recruiters, as well as their recruits, are happy with each other. However, manually matchmaking can be a tiresome process and since we are only a startup, we can not afford to spend all our time on that.

That’s why we take the help of machine learning to match recruiters with relevant candidates, much like Linkedin. Our AI looks through the quantitative data of each candidate and then filters through them according to the query provided by the recruiter. It recommends only those candidates to the recruiters who exactly match the query and also the candidates who are similar to the criteria provided by the recruiter. 

This also helps in mass hiring also as recruiters do not need to go through the profile of each and every candidate. Our app uses machine learning to match them with the right candidates. 

Therefore, this is how Workex utilizes AI to provide a list of the most suitable candidates to the recruiters which prove to be immensely helpful in the hiring process. This ensures completely bias-free candidate sourcing and thus, job seekers using our platform can be assured that we try to uphold impartiality and fairness as much as possible.

Conclusion: AI is the future of recruitment

Every recruiter’s main objective is to source the best talent and hire the best candidate for a position at the company. In this process, if they are also able to provide the best possible candidate experience to each and every candidate, then that is even better. However, achieving these goals is not as easy as it sounds. 

Now that we know how AI has revolutionized the recruitment sector in its various forms, it is safe to say that AI in recruitment is not going anywhere anytime soon. Apart from hugely helping with HR administration work, it enhances the candidate experience, eliminates any kind of bias in the recruitment process, and makes quality matches between candidates and recruiters. 

One of the best things about AI in recruitment is that it does not make all decisions for you and your company but it merely suggests candidates and helps you in your decision making. The final decision is yours which means that the controls of the future of your company still remains in your hands. This healthy balance with AI is essential for an efficient recruitment process for any recruiter. 

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Anatomy of hiring gig workers in 2021

Anatomy of hiring gig workers in 2021

Gig workers have emerged to be the most desirable group of workers since the pandemic hit the world last year. This is not that surprising because the gig economy is the recent trend in the world of business.

This is so because it provides a myriad of advantages, both to the recruiter and to the worker. The need for gig economy workers in India also received a great boost with online platforms such as Flipkart, Amazon, Uber, Ola, Swiggy, Zomato, Urban Company, etc., recruiting a large bulk of temporary workers in the last year. 

According to Gig Economy Report (India) by BCG & MSDF

The gig economy has the potential to serve up to 90 million jobs in the non-farm
sectors of India (around 30%) with the potential to add up to 1.25% to India’s GDP
through efficiency and productivity gains alone

Even the Indian government has given recognition to gig workers and platform workers in the new labour codes. Finance Minister, Nirmala Sitharaman announced in Union Budget 2020-21 that gig workers and platform workers will be provided social security for the first time globally. They will also be entitled to minimum wages.

What is gig economy?

As the working life became subjected to huge changes in the last year, non-traditional options like the gig economy came to the rescue. The gig economy, in simple terms, is the cluster of small jobs by different employers or firms instead of a single full-time employer. 

Freelancers, temporary workers, and contract workers contribute to this gig economy, and recruiters are increasingly flocking after them. According to a survey conducted by, 92% of the participants voted in favour of trying out the gig economy on account of Covid-19. 

Strategies for hiring and retaining gig workers

If you are a recruiter looking to attract and retain gig workers, you should try to implement the following strategies to get talented temporary workers:

Key prequisits for gig workers
Source : BCG and MSDF’s report on GIG Economy (India)

Your JD (job description) should highlight the benefits of temporary work.

Temporary workers are interested in gigs because of two main reasons: flexibility and a competitive stipend. Thus, when trying to attract gig workers or retain them, you should focus on these two things and highlight them in your job/gig description. You need to convince the candidates that your gig will provide them with flexibility and competitive income. 

It is important to note that providing flexible work to employees does not mean that they can be careless about the work. You have to specify to them that you want high-quality work, and in return, you will provide them with flexibility and good pay. 

The enlisting process should be fairly simple.

As the job you are offering is not a full-time, permanent commitment, the onboarding process should not be conventional. The candidates are interested in the gig economy because they are looking for quick pay without wasting a lot of their time. However, if you ask them to complete background checks or fill questionnaires, it will be too much of a hassle for them. This can lead to annoyed workers even before the gig starts and possibly even resigning. 

For hiring gig workers, ensuring flexibility is one of the primary objectives. Hence, the onboarding process should also be able to fulfil that objective. 

Ensuring that they feel appreciated

Although gig economy workers are not full-time employees of your company, you should still treat them respectfully. They should be treated in the same manner as regular, full-time employees are treated. Your HR team should keep this in mind while working with temporary workers in order to retain them.

Their work and contributions should be appreciated by your firm whenever they complete a gig or a project. You should not overload them with work or be rude to them as unhappy temporary workers cannot be retained for much longer. They would want to quit your company as soon as they complete a gig or as they get paid. Hence, it is extremely important to ensure that such employees feel that they are valued by you and your company.

Providing the workers with novel opportunities and challenges

One way to encourage your temporary workers to keep working with you is to present them with tasks that stimulate their creativity. In the gig economy, employees crave unique challenges and new work opportunities rather than performing the same mundane tasks every day. 

Therefore, your job is to keep them on their feet constantly and provide them with new opportunities that will invigorate their working life. This will urge them to not move on to another gig with another employer when in need of freshness.

Creative one Blog 03

Types of gig workers

Gig workers can have different reasons as to why they decided to venture into the gig economy. That is why we have divided them into different categories. You will require different strategies to attract and retain these different types of gig workers. Here are the three types of gig workers that every gig economy recruiter should be aware of :

The Hobbyist

The Hobbyist is someone who does not really need to work but is looking for gigs just as a pastime. Retired senior citizens or high-school students can fall into this category. They want something to do with their free time, and that is why they sign up for gigs, and money is not a huge factor. 

For attracting such gig economy workers, providing them with a pleasant and healthy work environment is essential for retaining them. They are least likely to keep working for you if they find the work boring and mundane. Additionally, they also would not like it if they are overworked because they do not need the gig for meeting their financial needs.

The Side-Hustler

The side-hustlers are interested in the money, but the gigs do not constitute their primary source of income. They might be working full-time or part-time traditional jobs but need some extra money to improve their finances. Thus, such workers are mostly in it for the money, but their livelihood does not depend on it. 

If you want to attract and retain this type of gig workers, the key is to pay them competitive rates and provide them with interesting tasks. They require a healthy balance between fun and finance, and by giving them that, you can retain them for a long period of time.

The All-in Player

The all-in Players are those who are working full-time gigs, and these gigs are their primary source of income. They are 100% committed to the gigs as that is how they earn their livelihood. While the hobbyists and side-hustlers are very likely to quit the gig whenever they want, the all-in players are much more serious about the gigs. This makes it easier to retain them. 

For attracting and retaining such gig economy workers, recruiters need to provide them with proper wages, proper policies, and rewarding financial incentives. In addition to this, improving their working conditions will make them want to keep working with you.

Benefits of the gig economy

The popularity of the gig economy owes a lot to the various advantages that it provides, both to the recruiters and the employees. Let’s take a look at the benefits for the recruiters:

Businesses save time and money

Recruitment in the gig economy allows organizations to save both time and money. They do not need to commit with employees permanently and only retain employees who prove to be an asset to their company. They only need to pay money when the gigs are completed rather than paying them on a monthly basis irrespective of the work done. 

Moreover, firms are not bound to provide other incentives such as paid vacations or health insurance, thus, saving a lot of money here as well. Recruiters also save a lot of time because they do not have to go through the long recruitment and selection processes, as is required in traditional recruitment.

Improved scalability

The gig economy allows small companies and startups to quickly scale their company. They do not need to provide office space, equipment, and other benefits to freelance workers. All they need is willing workers who own computers or laptops, and they can get a lot of their tasks done. 

Thus, it allows firms to meet their business goals without requiring too much effort and money.

gig economy 1 1
Source : BCG and MSDF’s Gig Economy Report (India)

A diverse supply of gig economy workers

The gig economy boasts a huge pool of diverse workers that can be easily found. These workers are flexible in their work hours and can do a task for you even late at night or early in the morning if you need it. They can also work at weekends since they can work from the comfort of their homes. 

It is easy to find workers with varying skills, and firms can utilize them depending on their skills. These workers also belong to varying backgrounds which can be a big bonus to a company as they can bring more innovative ideas to the table.


It is safe to say that the upsurge in the gig economy is recent, but it is here to stay. The benefits for the employers and the employees alike are huge in the gig economy. It is also beneficial for the economy as it improves labour force participation. 

Hence, companies must learn the proper art of attracting and retaining gig economy workers to stay ahead of their competitors. The strategies outlined above will help them achieve their goal of hiring talented temporary workers who will work competently for them for a long time.

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