job assignment to

How to Give Assignments to Team Members

Table of Contents

The project has been divided into milestones, goals and objectives broken into tasks, and now it’s time to assign them. But as you open the project management platform, you’re faced with the unflattering process of wording the tasks, and choosing whom to assign them to.

Well, in this article, we offer advice on how to make that jumbled first moment a little clearer. There are actionable tips, learning the difference between allocating and delegating tasks, and suggested criteria on how to choose the best person for the job.

For a more precise overview, here’s a table of contents:

How do you assign employees tasks?

We normally think that assigning tasks is a time-consuming process that focuses on clearing out task lists to keep the project going. However, task assignment should actually be a more employee-oriented process that requires additional dedication and effort, which yields incredible results. But what do we mean by that?

Properly assigned tasks push your employees, projects, and the overall company forward. Here’s how.

• They strengthen accountability and trust between managers and employees;
• They help teach new skills and perfect old ones;
• They allow employees to get familiar with other teams and avenues of work;
• It becomes easier to make project estimates;
• Makes for great bases for performance reviews, etc.

The list could go on, but we’ll stop there for now.

Of course, such long-term benefits don’t come without some proverbial blood and sweat in the planning stage. Let’s take a look at the general ideas on assigning employee tasks, and specific steps you can take.

Motivation comes from knowing the bigger picture

When we talk about the bigger picture in project management, we talk about each team member’s task affecting their peer’s down the line. Since all tasks are usually small pieces of the puzzle, it helps to remind employees how their work contributes. For example:

• A high-quality draft can make a great foundation for the final version, and it can be completed more quickly.
• A well-prepared presentation can shave time off unnecessary questions and additional email inquiries.

It comes as no surprise that people work better and are more productive, when they know that their work has an impact on the company level.

And so, when you assign tasks, try to emphasize how they fit in the bigger picture. Simply saying: “ You doing X will help with Y and Z ” and how it reflects on the project as a whole will let an employee know that the task they were assigned is important.

Get your employees excited to commit

Telling people about the bigger picture and showing them what’s possible can only get them so far. It’s enough to ignite the initial spark, but for them to fully commit to the task, you need to define what that task entails.

They should be able to picture how to go about the work, what skills to use, and how to reach the desired result. The clearer the instructions, the more motivated they will be to work.

Simply put, give directions on how the task should be done, and make sure they understand. You can’t read each other’s minds, so it’s important everyone is on the same page.

Ask for task transparency

One of the best practices a company can employ is transparency among coworkers.

This is achieved by having everyone input their tasks for the day in a timesheet. The purpose of timesheets is to get an accurate idea of what everyone is working on at any given time.

When people know who works on what tasks, it’s easier for them to know if a person is available or busy, how far along they are with a task, etc.

So, when you give assignments to employees, label them with deadlines. Alternatively, you can ask for employees’ assessments on how long the work would take them, and use those timeframes.

Source: Clockify team timesheet

Timesheets are a great way to keep an eye on tasks and the people doing them. You get to:

• see who struggles with what (helps assess people’s skill sets);
• who burns through their workload and is available for additional tasks;
• whether your time estimates need correction;
• identify any wasted time.

💡 If your employees are insecure about keeping public records of their tasks, here are a few resources that can help:

• How to create order in your daily work tasks
• How to be more efficient with your tasks

Keep a crystal clear timeframe

While we’re discussing timesheets and deadline transparency, it’s important to mention that the times you set for task completions need to be clear-cut.

As we’ve mentioned, the safest way to assign deadlines is to consult the employees. They are better at assessing how long it will take them due to the tasks’ difficulty, overall deadlines, the standards that need to be met, and the skill required to complete it.

When they get a say in how long they should be doing an assignment, people tend to feel more accountable for the whole process. They will do their best to finish in time, since they actively participated in setting the deadline.

Set very clear expectations

Assigning a task should always include your (the supervisor’s) expectations pointed out. For example:

• Does a logo pitch need as many drafts as possible, or just a few finished pieces?

If you ask a designer to make some drafts for a logo pitch, you must specify the kind of quality you’re looking for. Explain whether you are looking for some sketches and drafts for a brainstorming meeting, or if you want clean, presentable pieces to show.

Additionally:

• How many pieces should the designer do?
• Is there a specific color palette they need to follow?
• How important is the task? Is this the day they finally decide on a logo, or is it still in the brainstorming stage? (decides on the quality of the work itself)

Assigning the task using the above questions, you help the designer understand how much effort precisely they need to invest. They become more motivated with clear instructions, as they know what is expected of them. There’s no fear of having their work criticized for something that wasn’t communicated in the beginning. And on your end, it prevents breached deadlines or subpar results.

Avoid creating dependency by being less involved

It’s not unusual for employees to ask their supervisors for their opinion on a certain task, or their performance.

The problem arises when a supervisor makes themselves too involved with the process. When they feel like the project might fall apart if they don’t have their eyes on every moving part all of the time. And when you have, say, 20 people waiting for that person’s approval, advice, or consultation, the workflow runs into a gridlock.

And wait time is wasted time.

Plus, people lose motivation, patience, and grow frustrated, as they could be doing other things.

So, learn not to jump in every time people call for your aid. Assign reliable people who can address smaller issues, while you handle the big picture. Learn how to expend your own energy where it is needed more.

For example – making a pitch presentation for potential investors keeps getting put off because one person needs you to check a client email they want to send, another wants your signature on a form, and the third wants to ask something about employee feedback that’s coming up.

In order to not be stretched thin, and have your time wasted on menial tasks, here’s where you can start:

How to mitigate the risk of being over-involved when assigning

• Remember that you match tasks to people

Which means that, by matching the right people with the right tasks, your involvement will be minimal. Take time to carefully choose who gets to do what. What is the point of assigning tasks if they can’t be done without you?

• Have a 10-point scale to judge the importance of items

How important are certain aspects of your leadership role? Are you absolutely necessary in every meeting, or during every call? Which tasks need your approval, and which ones can be approved by someone under you?

Rank these items on a scale of 0 to 10, based on their importance to you and the project. Top priority tasks should get your undivided attention. And what can be delegated, should be.

• Analyze your schedule

Your energy and time are needed on a much broader scale. The best way to spot if you’re wasting time being too involved is to look at your schedule. Identify how much time you’ve spent on low-priority items, and assess which issues could’ve been solved without you.

• Take into account priorities and deadlines

Step in only when absolutely necessary. You are in charge of things getting done on time, by people most qualified for assigned tasks. Determine what your priorities are for each project, and concern yourself only with those issues, unless there is a risk of breaching a deadline.

• Formulate a list of dependable people

If you know your employees (or team members) well enough, then you should be able to single out those who are more dependable and ready to take on a little more responsibilities. Write out the reasons how they could help by getting involved on low-priority items instead of you. When the time comes, rally them and present them with the idea, keeping in mind that this solution helps push the project forward. When authority is delegated to several people, there’s fewer chances of a hold-up in the workflow.

This also falls into the realm of task delegation , which we’ll get into later.

How do you decide what tasks to assign to which employees?

1. assign based on priority.

Naturally, some tasks will be more important than others. When you break down a project into tasks , spend some time assessing their priority level.

High-priority tasks should be the first on your list to allocate. Whether it’s because they’re time-sensitive, or require more effort and dedication.

Low priority tasks can be allocated as fillers to the first available person.

2. Assign based on employee availability

Another factor to consider when assigning tasks is who is available at the moment.

As the project moves along, new tasks will be added. You will have to allocate new work, but odds are you won’t always be able to pick who you want. Especially if a deadline is approaching, the person with the smallest workload should be your first choice.

Overloading an already busy individual just because they’re more skilled or you have faith in them the most puts an unnecessary strain on them. It’s cause for frustration, poorer results, and decreased productivity.

And as we’ve mentioned, if you have a timesheet with an overview of all the tasks and employees working on them, it’ll be much easier to spot who is free and who isn’t.

3. Assign based on employee skill level

High-priority tasks should go to employees with more experience in a given field or skill. However, you should occasionally give such tasks to other employees as well, to help them grow and become just as dependable. Giving people challenging tasks that can boost their experience is essential to productivity and morale.

Not to mention you get to have multiple high-skilled employees.

Low-priority tasks can be assigned to anyone, despite their experience level. They’re a good opportunity to practice, pick up new skills, or get smaller tasks out of the way to make room for more important ones.

4. Assign based on preference

Last, but not the least, preference can also play a big part in how you assign tasks.

It’s a given that some employees will prefer certain tasks over others. So it could be good to assign tasks at a meeting with the team. As you discuss priorities, deadlines, and availability, ask them which tasks they would like to work on.

If someone shows interest in a specific type of work, they should (with some consideration), be allowed to take it. After all, people are more productive when they’re assigned to something they find new or exciting.

Note: Apply this rule with caution. Letting people do only the tasks they want can stunt their career growth. Getting out of our comfort zones and occasionally doing tasks that we don’t like is how we develop and learn. So, don’t forget to document assignments as you hand them out, to spot these potential issues early on.

Allocating vs delegating tasks

While semantically similar words, delegation and allocation in terms of tasks are two different things.

When you allocate tasks , you are assigning tasks without giving the employees much authority, challenge, or room to grow. It includes you keeping all of the responsibility – writing out the tasks, making deadlines, providing resources, tools, etc. These are usually recurring tasks that can become repetitive.

When you delegate tasks , you allow for some of that responsibility to fizzle out from your fingers. All you think about are the objectives, while letting the employees figure out the details and means to get there.

However, that doesn’t mean delegation is right and the allocation is wrong.

Task allocation has its own place. It is just as important, as a lot of tasks come down to repeated processes that are still vital to the project progress. Task delegation is just a good opportunity for employees to learn, challenge themselves, and assess their skills and performance.

When should you allocate tasks?

Management and BizDev consultant Artem Albul shared his concept on task assignment, which he dubbed an “algorithm”. He emphasized how these criteria are useful only and only when you wish that employees perform the tasks based on your guidelines and instructions (aka allocation).

Here is how Albul broke down the algorithm:

Source: Artem Albul, TWA Consulting

As we can see, task allocation, while the more “controlling” of the two, also gives in-depth instructions and asks for confirmation on task clarity. A lot of it comes down to everyone being on the same page, leaving little to no room for misinterpretation (but also creative freedom).

How should you allocate tasks?

With all that we’ve mentioned in the previous section, here’s how your task allotment could look like, step by step.

• Break down your project

Detail out the goals, objectives, and some individual tasks (not all, be careful not to start micromanaging). Place the most important deadlines.

• Prioritize tasks and sort them

It’s important to know what tasks need to be done faster/better, to properly allocate your resources and manpower from the start.

• Make a list of teams and team members

Assign team leaders (if you don’t have them), and alternatively, ask for their input on individual employees skills, for a more informed decision on who gets what.

• Schedule a meeting

Make a meeting with the team leads and go through the points above. Assign tasks according to each team’s availability, interest, and skill required to successfully push the project forward.

• As team leads – assign tasks further down the pipeline
• Track task completion and make necessary changes along the way

Whether it’s pushing deadlines, reassigning tasks, or shifting around resources. This is perfectly fine and expected, so long as it doesn’t happen on every task you’ve assigned. Then, it is an indicator of poor pre-planning.

• Offer feedback and write performances

Don’t forget to track the progress and make notes of important details that might help the next task allocation/delegation process. It’s also a useful piece of information for the employees on what they need to improve on.

Allocating tasks is somewhat more complicated than we want it to be. But, this kind of thorough research and preparation will make projects run more smoothly. Employees will also be more satisfied with their work, and there will be less hurdles as deadlines approach.

When should you delegate tasks?

Delegation is a great practice in trust for both the employer/supervisor and the employee. The employer learns how to give away some of their control over the process, while the employee learns how to take more accountability for their work.

This lets you focus on big-picture aspects of your job, since you deal less with assignments that are low-priority for you. You save time and energy, while helping others move up in their careers.

How do you effectively delegate tasks as a leader?

As we’ve mentioned, delegating includes more employee independence. There are some additional components which make this type of task assignment more appealing than allocation, with great opportunities for growth.

Focus on delegating objectives instead of actual tasks

When you delegate, you focus on the objective that needs to be done. You shouldn’t give employees a “color by numbers” instruction on how to complete a task.

Communicate clearly what the end result should be and what expectations you (or the higher-ups) have. Leave the means for reaching that end goal to the employees themselves. Because how you solve a task may be completely different to how they will. And that is perfectly fine, so long as the result is the one you are looking for.

Keep the objectives challenging

When the objectives you’re delegating are too easy, chances are the person will either procrastinate, or feel like you don’t trust them enough. And if they’re too difficult, they get frustrated, anxious, and begin to panic.

It’s a good idea to be aware of an employee’s skill level, so you can gauge how much challenge and responsibility they can take on. For them to be the most productive and achieve great results, they need to enter “the state of Flow”.

Source: Optimal Experience , M. Csikszentmihalyi

💡 We’ve discussed the state of Flow in more detail in an article on time organization.

Encourage discussion and feedback

Let employees voice their opinions on the topic.

They should ask anything about the task, the goals, or the overall impact their work will have on the later stages or others’ workflow. It means they are interested in the task, and getting involved.

And if they aren’t asking questions themselves, you can always nudge them into proactivity.

• Is there something you’d like me to clarify?
• Do you already have any ideas on how to go about the task?
• Is the time we agreed upon enough for you?
• Will you need other resources, tools, or support?
• Do you see any problems or risks?

Questions like these help them feel valued, their efforts acknowledged, and let them know you care about the task and how well they perform. Just be careful not to overdo it, or you’ll start to look like a micromanager.

Give employees free rein, but offer support

Speaking of micromanaging, delegation means you let people problem-solve their way out on their own. There should be no reason for a manager to step in and control or supervise any step of the process, unless absolutely necessary.

However, what you should do is let them know you’re available for any advice should they feel stuck. Just because employees get authority on a certain task, and are left to their own devices, doesn’t mean the project has to suffer until they pull themselves up.

From time to time, ask them if they need anything from you, and make sure they know you’re there for any kind of support, consultation, or mediation. ANother good practice is to also give them additional learning opportunities – such as training, conferences, courses, etc.

Delegate objectives that move people forward

Choose assignments that boost the skills and employ all of their experiences, instead of something that simply needs to be done. For example:

• Tasks that require they brush up on their team communication skills;
• Learning how to allocate smaller tasks;
• Supervising others’ work and doing quality control;
• Learning to work with a new tool;
• Holding a meeting (or more), etc.

Find out which skills your employees may want or need to develop, and then plan your delegations accordingly. You want them to complete the task while having learned something new at the same time.

How to choose who to delegate to

Paul Beesley, senior director and consultant at Beyond Theory proposed a nifty checklist for when you’re choosing an employee to delegate to. It’s meant to simplify and speed up the process.

To successfully complete the delegated task, your chosen employee needs:

S – the skill to perform and complete a task

T – the time to complete the task, and if needed, learn the required skill

A – the authority to handle everything concerning the task

R – the necessary level of responsibility

R – the recognition for successfully completing the task

This list is a set of important criteria that should be covered when you consider who to assign to a specific task. However, depending on your niche, type of service, company size and the project at hand, the criteria are likely to change. And it should accommodate your needs, not the other way around.

Common task delegation mistakes to avoid

With all being said, there are some common mistakes managers and employers make, sometimes without even realizing it.

• Being too vague concerning deadlines (using: as soon as possible, when you get to it, I need it by yesterday). It creates unnecessary pressure.
• Being unavailable for questions and concerns. While you shouldn’t micromanage, you should still be present for support if an employee feels stuck. Ignoring them or handing them over to someone else could cause distrust. However, if you are usually swamped with work, set consultation hours each day or week.
• Having unclear directions. Specifying the allotted time for task completion and expectations should be the bare minimum when delegating tasks.
• Not providing feedback. No feedback is worse than bad feedback. Employees need to be aware when they’re doing good work, as well. In one company I worked for, the mantra was: “If no one is complaining about your work, that means you’re doing good”. And while it sounds like sound logic, it actually caused a lot of frustration. We were left directionless, and simply “floating” from task to task, never knowing if any of them had a positive impact on our performance.
• Not listening to employees. Take into account how they feel about a task or the objective. Let them give you feedback and if there are potential problems from the get-go.
• Assigning other people to the same task. If you notice a person struggling, the first instinct should be to ask them how they’re faring, and if they need any help. Some managers tend to assign other employees to help them without consultation, which leaves a sore taste. The employee will feel even more incompetent and will be less likely to take on a similar task in the future.
• Assuming people will know what you mean. This is one of the biggest problems. When you’re formulating a task, be as clear as possible about the goals and expectations. Oftentimes managers think that these things are implied, but the truth is – no one is a mind reader. To avoid having information misconstrued or misunderstood, communicate clearly and directly.

There could be more mistakes, especially for every different field and industry. If at all possible, identify the most common ones, made either by you or your peers. Note down all the instances where certain tasks weren’t up to par, and see what you could have changed in your assignment process to fix it. Maybe there wasn’t enough time or resources, you were unclear, or the employee wasn’t ready for such responsibility. Use the same procedure in all future task delegations. It’s the only way to learn and make the process quicker.

Use Clockify to assign tasks with ease

Now you’re a master of task delegation — congrats!

But there’s more to it than meets the eye.

In fact, what if you used a digital tool like Clockify to increase the likelihood that each job would be completed on time and on point?

In Clockify, you can easily create highly descriptive assignments that contain information like:

• Start time,
• Billability status,
• Name of the employee,
• Period for getting the assignment done,
• Hours per day to spend on the assignment, and more.

That way, you can plan who works on what, how long, and when.

Similarly, Clockify allows you to create project milestones to achieve results faster.

With the Milestones option, you can select dates for deadlines, allowing you to pin down important events in your projects.

For example, if your client expects you to keep them in the loop about developments, you can inform them promptly on whether your team has reached the agreed-upon milestones.

Refocus on your company’s big picture with a project and time tracking tool.

Marijana Stojanovic is a writer and researcher who specializes in the topics of productivity and time management.

Where does the time go?

START TRACKING TIME

with Clockify

How to create a PTO policy

Everything you need to know about creating a PTO policy — from the basics of PTO to choosing a PTO tracking system that suits your workflow.

Working Overtime Without Pay – Know Your Rights and Options

Discover the legal and financial aspects of working overtime without pay. Learn your rights and how to handle common concerns regarding off-clock work.

PTO vs. Vacation: What Is the Difference?

Learn the difference between PTO and vacation and find out the answers to the most frequently asked questions regarding paid leave!

Best methods for tracking team productivity

Find out the most useful methods of tracking team productivity, followed by actual examples of how different teams measure their effectiveness.  

Difference between a freelancer, a contractor, and an employee

Learn which work category you fall into, to better protect your rights as a worker and avoid worker exploitation.

10+ Life-changing tips to increase office productivity in 2023

Workplace distractions, stress, and poor performance are everywhere. Read this guide with life-changing tips to increase office productivity now!

FREE FOREVER • UNLIMITED USERS

Free time tracker

Time tracking software used by millions. Clockify is a time tracker and timesheet app that lets you track work hours across projects.

• English | en
• Spanish | ES
• French | FR
• German | DE
• Portuguese | PT
• Chinese | ZH
• Japanese | JA

5 Ways to Manage a Job Reassignment

Instead of laying people off, organizations are increasingly giving them new job assignments. How to manage what can be a jarring professional change.

For More Expert Insights

Associate Principal, Advisory

Senior Client Partner, North America

Career Coach, Korn Ferry Advance

Career & Leadership Coach, Senior Consultant

Career & Leadership Coach, Korn Ferry Advance

U.S. companies announced 42% fewer layoffs in July than in June, and 8% fewer cuts than in July of 2022. The underlying reason is unexpected, however: while companies are continuing to eliminate jobs, they’re often reassigning workers to new roles instead of laying them off. Experts believe this trend could continue.

“Chances are, these are the types of changes we can expect to see over time, whether it’s due to new technology, like AI, or economic trends,” says Korn Ferry Advance coach Frances Weir .

While it can be difficult for employees to suddenly step into a new role and work with a new manager and team, experts say reassignment can have an upside. It offers employees an opportunity to learn new skills and bolster their résumé. For instance, if you’re moved onto a team that is underresourced and needs help, there’s an opportunity for you to make notable contributions that could earn you recognition, says Mark Royal , a senior client partner for Korn Ferry Advisory.

Since a reassignment can potentially be advantageous, it’s worth considering what steps to take to help you adjust. Here are five ways to adapt to a job reassignment.

Manage your emotions.

Reassignments are often unexpected, so it’s important to take a step back from your emotions. It’s normal to feel surprise, anger, or a loss of control, Royal says. But making an immediate, emotional decision—like quitting immediately—could wind up being detrimental to your long-term career.

Be diplomatic with your manager and get ready for the new assignment. At the same time, do some self-reflection. “Understand why you feel this way, and know that if you choose to stay, it doesn’t have to be forever,” Weir says.

Treat it like a new job.

As with any new position, making a good impression during your first 90 days is important, says Alyson Federico, a career coach at Korn Ferry Advance. “No matter how familiar you already are with the team or your new manager, don’t make assumptions that you know what’s going on or what you’re supposed to do,” she says.

Remember that your relationship with these colleagues will evolve. Ask questions to understand expectations about deliverables and responsibilities, how the team communicates, and how you fit into the group, Federico says. Make sure you have a clear sense of how your new team defines success.

Determine the reassignment’s length.

“Is this an open-ended shift, or has it been presented as a short-term assignment with some expectation of other opportunities down the road?” Royal says.

Ask your manager whether there will be a probationary period. Determine how much grace you will get before you’re expected to be a full contributor. Ask if there’s an onboarding process to help you get up to speed.

Stay optimistic.

Your new role and new department might provide an opportunity to build additional skills for your résumé and provide future career options. “You might stumble into something you’re really good at that you were previously unaware of, or perhaps land on a team you really enjoy working with, or discover a new career interest,” says Tiffinee Swanson , a Korn Ferry Advance career coach.

Remind yourself that even though your old role was eliminated, your company decided to keep you. That is a strong signal that your organization values you and your work, Royal says.

Consider the role’s fit.

Even if the role seems to be a poor fit for your skills, you might consider staying if you can see a career path within the company where the fit might be better, Royal says.

Give it some time, experts say. However, if it continues to be a struggle, it’s OK to leave, especially if you have another job offer, you’re offered a severance package, or you’re burned out and don’t have energy to make a change to a reassigned role.

“The best insurance against job loss, or ending up in a position you don’t like, is consistent networking, keeping your résumé and LinkedIn profile up-to-date, and staying abreast of trends in your industry,” says Val Olson , a career coach at Korn Ferry Advance. 

For more expert career advice, connect with a career coach at  Korn Ferry Advance .

Read more This Week in Leadership articles

Related articles

This week in leadership (may 13 - may 19), briefings podcast #24: pay-raise roulette, insights to your inbox.

Stay on top of the latest leadership news with This Week in Leadership—delivered weekly and straight into your inbox.

Recent articles

Why some firms are leery of hiring entrepreneurs. Plus, how to negotiate a bigger pay raise.

After handing out big raises last year, companies are pulling back. What can top performers—and top negotiators—do to secure big ​bumps in 2024?

5 Ways to Capitalize on a Win at Work

As firms scrutinize their employees more, highlighting big wins is important. Here are some ways to leverage them.

Home Sweet (Company) Home

One in four employers plans to offer housing benefits to employees this year, according to a new survey. Is it just a way to get people back to the office?

• Capabilities
• Business Transformation
• Organization Strategy
• Total Rewards
• Assessment & Succession
• Talent Acquisition
• Leadership & Professional Development
• Intelligence Cloud
• Consumer Markets
• Financial Services
• Healthcare & Life Sciences
• Specialties
• Board & CEO Services
• Corporate Affairs
• Cybersecurity
• FInancial Services
• Human Resources
• Information Technology
• Risk Management
• Supply Chain
• Sustainability
• Partnerships
• Microsoft Alliance
• Duke University
• Cleveland Clinic
• Jobs with our clients
• Advance your career
• Join Korn Ferry
• Find a consultant
• Find an office
• Business impact
• Investor relations
• Press releases

© Korn Ferry. All rights reserved.

Terms of Use

Cookie Settings

Do Not Sell My Info

• Branch and Bound Tutorial
• Backtracking Vs Branch-N-Bound
• 0/1 Knapsack
• 8 Puzzle Problem
• Job Assignment Problem
• N-Queen Problem
• Travelling Salesman Problem
• Branch and Bound Algorithm
• Introduction to Branch and Bound - Data Structures and Algorithms Tutorial
• 0/1 Knapsack using Branch and Bound
• Implementation of 0/1 Knapsack using Branch and Bound
• 8 puzzle Problem using Branch And Bound

Job Assignment Problem using Branch And Bound

• N Queen Problem using Branch And Bound
• Traveling Salesman Problem using Branch And Bound

Let there be N workers and N jobs. Any worker can be assigned to perform any job, incurring some cost that may vary depending on the work-job assignment. It is required to perform all jobs by assigning exactly one worker to each job and exactly one job to each agent in such a way that the total cost of the assignment is minimized.

Let us explore all approaches for this problem.

Solution 1: Brute Force  

We generate n! possible job assignments and for each such assignment, we compute its total cost and return the less expensive assignment. Since the solution is a permutation of the n jobs, its complexity is O(n!).

Solution 2: Hungarian Algorithm  

The optimal assignment can be found using the Hungarian algorithm. The Hungarian algorithm has worst case run-time complexity of O(n^3).

Solution 3: DFS/BFS on state space tree  

A state space tree is a N-ary tree with property that any path from root to leaf node holds one of many solutions to given problem. We can perform depth-first search on state space tree and but successive moves can take us away from the goal rather than bringing closer. The search of state space tree follows leftmost path from the root regardless of initial state. An answer node may never be found in this approach. We can also perform a Breadth-first search on state space tree. But no matter what the initial state is, the algorithm attempts the same sequence of moves like DFS.

Solution 4: Finding Optimal Solution using Branch and Bound  

The selection rule for the next node in BFS and DFS is “blind”. i.e. the selection rule does not give any preference to a node that has a very good chance of getting the search to an answer node quickly. The search for an optimal solution can often be speeded by using an “intelligent” ranking function, also called an approximate cost function to avoid searching in sub-trees that do not contain an optimal solution. It is similar to BFS-like search but with one major optimization. Instead of following FIFO order, we choose a live node with least cost. We may not get optimal solution by following node with least promising cost, but it will provide very good chance of getting the search to an answer node quickly.

There are two approaches to calculate the cost function:  

• For each worker, we choose job with minimum cost from list of unassigned jobs (take minimum entry from each row).
• For each job, we choose a worker with lowest cost for that job from list of unassigned workers (take minimum entry from each column).

In this article, the first approach is followed.

Let’s take below example and try to calculate promising cost when Job 2 is assigned to worker A. 

Since Job 2 is assigned to worker A (marked in green), cost becomes 2 and Job 2 and worker A becomes unavailable (marked in red). 

Now we assign job 3 to worker B as it has minimum cost from list of unassigned jobs. Cost becomes 2 + 3 = 5 and Job 3 and worker B also becomes unavailable. 

Finally, job 1 gets assigned to worker C as it has minimum cost among unassigned jobs and job 4 gets assigned to worker D as it is only Job left. Total cost becomes 2 + 3 + 5 + 4 = 14. 

Below diagram shows complete search space diagram showing optimal solution path in green. 

Complete Algorithm:  

Below is the implementation of the above approach:

Time Complexity: O(M*N). This is because the algorithm uses a double for loop to iterate through the M x N matrix.  Auxiliary Space: O(M+N). This is because it uses two arrays of size M and N to track the applicants and jobs.

Please Login to comment...

Similar reads.

• Branch and Bound

Improve your Coding Skills with Practice

What kind of Experience do you want to share?

Synonyms of assignment

• as in lesson
• as in appointment
• More from M-W
• To save this word, you'll need to log in. Log In

Thesaurus Definition of assignment

Synonyms & Similar Words

• responsibility
• undertaking
• requirement
• designation
• appointment
• authorization
• installment
• installation
• destination
• emplacement
• investiture
• singling (out)

Antonyms & Near Antonyms

• dethronement

Synonym Chooser

How does the noun assignment contrast with its synonyms?

Some common synonyms of assignment are chore , duty , job , stint , and task . While all these words mean "a piece of work to be done," assignment implies a definite limited task assigned by one in authority.

When is it sensible to use chore instead of assignment ?

While the synonyms chore and assignment are close in meaning, chore implies a minor routine activity necessary for maintaining a household or farm.

When is duty a more appropriate choice than assignment ?

Although the words duty and assignment have much in common, duty implies an obligation to perform or responsibility for performance.

When might job be a better fit than assignment ?

The synonyms job and assignment are sometimes interchangeable, but job applies to a piece of work voluntarily performed; it may sometimes suggest difficulty or importance.

When could stint be used to replace assignment ?

In some situations, the words stint and assignment are roughly equivalent. However, stint implies a carefully allotted or measured quantity of assigned work or service.

When can task be used instead of assignment ?

The meanings of task and assignment largely overlap; however, task implies work imposed by a person in authority or an employer or by circumstance.

Thesaurus Entries Near assignment

assignments

Cite this Entry

“Assignment.” Merriam-Webster.com Thesaurus , Merriam-Webster, https://www.merriam-webster.com/thesaurus/assignment. Accessed 22 May. 2024.

More from Merriam-Webster on assignment

Nglish: Translation of assignment for Spanish Speakers

Britannica English: Translation of assignment for Arabic Speakers

Subscribe to America's largest dictionary and get thousands more definitions and advanced search—ad free!

Can you solve 4 words at once?

Word of the day.

See Definitions and Examples »

Get Word of the Day daily email!

Popular in Grammar & Usage

More commonly misspelled words, your vs. you're: how to use them correctly, every letter is silent, sometimes: a-z list of examples, more commonly mispronounced words, how to use em dashes (—), en dashes (–) , and hyphens (-), popular in wordplay, the words of the week - may 17, birds say the darndest things, a great big list of bread words, 10 scrabble words without any vowels, 12 more bird names that sound like insults (and sometimes are), games & quizzes.

Growing Skills with Development Assignments

Last Updated on October 24, 2021 – 6:40 pm

Every modern company prefers to attract employees with the proper skills and experience to work for them. However, hiring managers often face a different reality: searching for this kind of employee is like scouring the haystack for a tiny needle. As companies increase their spend toward employee development and training, they also go beyond a few traditional learning opportunities to create effective employee development programs. Training and Development Assignments are one way by which they can achieve this.

Employee development focuses on collaborating with employees to enable them to acquire, develop, improve, and hone existing skills. It aims to build a talent pool to bolster the company’s mission while creating highly engaged employees.

Skills themselves refer to the mix of abilities, experiences, and qualities one may use to get stuff done. Skills may include interpersonal, leadership, and organization skills – so-called  soft skills . Other skills such as accounting, application development, research, and writing are technical skills.

Deliberately improving skills can help employees achieve personal career goals, including earning a promotion or becoming more proficient in specific areas. An employee’s skill set may be necessary to advance in one career or pivot to another. Let’s now turn our attention to how employees can grow skills through development assignments.

Defining Development Assignments

Development or developmental assignments allow employees to take on tasks outside the purview of their primary work assignments. However, their tasks remain well within their functional area.

The idea behind developmental assignments is to grow a workforce adequately qualified to perform current and future career functions with equal skill. Leaders advance more through challenging assignments than by exercising routine competency.

There are plenty of opportunities that emerge when participants take on novel tasks of significant complexity. These developmental tasks can include any of the following:

• unfamiliar responsibilities,
• establishing a new program,  and
• developing solutions to complex multi-factor problems.

Interestingly, developmental assignments may not count much towards a promotion. But, they are critical in increasing skills, knowledge, and experience, which ultimately play a big role in career advancement.

Who Benefits Most from Developmental Assignment Programs?

While the employee seems to be the obvious beneficiary of developmental tasks, the employer stands to gain a lot down the road.

The new skills and experiences that employees garner in seeing out the stretch assignments primarily benefit the employer. These tasks typically last between 3 to 6 months before the employee returns to their primary assignment. During this time, the employee will be stepping outside their comfort zone but on mutually beneficial terms with the company.

As the worker grows professionally, the company can pursue projects using resources that would otherwise not be available.

Developing Developmental Job Assignments

Developmental job assignments should primarily proceed from an employee’s Performance and Development Plan (PDP). However, it should not stop them or the organization from seeking assignments external to this.

It’s important for developmental assignments to be flexible but within a readily identifiable framework of guidelines:

• Clear documentation and approval of the developmental job assignment by hiring and supervising managers and other stakeholders before advertising the assignment.
• Establishment and documentation of learning goals before the employee commences the assignment.
• The form of the developmental assignment may be full-time or part-time.
• The employee doesn’t need to possess all the necessary skills to perform the tasks or project independently. Nevertheless, they need to have an unmistakable aptitude, ability, and copious ambition to conclude the assignment with ample oversight.
• Assignments need to transcend the employee’s current skill level while supporting their growth and  career development . There needs to be a healthy tension between entry-level training and development and the development task in question, for instance.
• The salary of an employee assuming a development assignment remains the same.
• Clear communication that there are no guarantees of future pay increase, promotion, or job change due to this assignment.
• The developmental task may not evolve into a permanent position without competitive recruitment.
• Employees should return to their previous position after the assignment.
• Employees need to wait a specified period (usually six months) before accepting another developmental assignment.
• The line manager and employee should complete a detailed evaluation of the learning experience upon the conclusion of the developmental assignment. This evaluation should go into the employee’s personnel file.
• Development assignments are not official transfers.
• There have to be mutually agreeable reasons for ending a developmental assignment earlier than planned.

A developmental assignment task may end early for various reasons, including an unexpected end to the project, poor attendance, performance issues, or an unreliable employee.

Organizations need to carry the mindset that assignments are development opportunities. They must first understand that they can optimize the ROI from development assignments. It’s feasible if their operating principles include understanding the value proposition of development assignments, establishing effective career path strategies, and understanding the proper use of global mobility.

Employees and employers need to be keen on developmental opportunities if they will both be relevant in an increasingly dynamic age.

If you want to learn more about employee development, you can check out our blog posts  here .

Share This Story, Choose Your Platform!

About the author: andrea pejoska.

Related Posts

How a Successful Onboarding & Offboarding should be?

How to Enable Learning by Doing at Your Company

12 Statistics that Prove the Value of Employee Development

How to Set and Measure Employee Development Goals

The Great Resignation: What is the Role of Employee Experience?

Leave a comment cancel reply.

Save my name, email, and website in this browser for the next time I comment.

Employee Development

See Journey in Action

Job Application

Solution Partnership

Privacy Policy

Terms of Service

© Copyright 2024 | Journey App Inc.

Job Descriptions .

How to write a job description (with examples), how to write a job description.

Job descriptions are the cornerstone of the recruiting process. They help to attract top talent, set expectations for qualified candidates, inform prospects about the role and company, and streamline the search process. Plus, a well-written job description gives companies a chance to make a great first impression. So while writing accurate and compelling job descriptions can be frustrating, finding the time and resources to do so is well worth it.

Importance of Job Descriptions

No matter how many job descriptions you write, they never seem to get any easier, especially if you are writing them for roles you know little about. We’re here to help. For starters, let’s discuss the importance of job descriptions, and then we’ll tackle how to write them.

Job descriptions are helpful for both prospective candidates and employers. Here’s why:

Attract Prospective Candidates

A concise and compelling job description will play a major role in attracting qualified candidates. With resources like LinkedIn, Facebook, Twitter and email, the ability to post and share jobs is instantaneous and has exponential reachability.

Set Expectations

A clear job description will set everyone up for success. Prospects will understand what is expected of them, more-qualified candidates will apply, under-qualified applicants will move on and you will save loads of time sifting through applications and communicating with potential candidates.

Prepare for Interviews

A well-crafted job description can help both applicants and interviewers prep for the big day . Applicants will be able to prepare for likely topics of conversation and interview teams will be equipped to ask questions that will accurately gauge the candidate’s qualifications.

Make a Stellar First Impression

Job descriptions are often the first point of contact candidates will have with your company and can shape their first impression. Just like resumes and CVs, any jargon or grammatical errors will turn a candidate off and leave a lasting negative impression.

Simplify the Search

Searching for jobs is incredibly time-consuming, especially for the 73 percent of candidates who are passive and currently employed. Clear and concise job descriptions help prospects compare salaries, benefits, perks and even company culture to determine what roles are worth applying to.

Establish a Baseline

Once a candidate is hired, the job description will stand as a baseline to measure growth, reference during performance reviews and consider future training opportunities.

Recommended Reading 29 Recruitment Strategies With Real Examples

Great job descriptions are thorough yet concise. They use specific terms and keep a professional tone. It’s OK to be a little quirky, but don’t overdo it. If you don’t take the job description seriously, top candidates will move on to other opportunities.

Important Parts of a Job Description

• Company Bio/Mission

Role Summary

• Role Responsibilities
• Role Requirements (Must-Have Skills)
• Time/Location
• Next Steps (How to Apply)

Here’s an outline of the main sections every job description should include.

Make the job title clear, concise and industry-specific.

43 percent of job seekers look for career opportunities on job boards that use search engine optimization (SEO) techniques. Job seekers are also likely to search based on the terms they know, so don’t stray from the standard industry language of common job titles. Be sure to include specific terms, like the programs required for the role. The title Lead Front End AngularJS Engineer is much more descriptive than Developer and will attract more qualified candidates. If your job can’t be found, it can’t be applied to.

Company Mission

Include a company description or mission, but keep it to about two to four sentences.

72 percent of job seekers noted they would be more likely to apply to a job posting with a company description. At the same time, don’t get too lost in the details. Most companies have a lengthy mission statement with core values and a culture code. For candidates looking at multiple companies and open roles, the missions start to sound the same. If candidates decide to pursue the position, they can read about the company’s full profile on the website. 

Consider writing a templated version that can be repurposed whenever you need to write a new job post. It’s also more common to include the company description or mission at the beginning of the post.

Write a brief three to five sentence summary about what the candidate will do in their role, who they’ll work with and any general qualities your team is looking for in the individual.

Job Responsibilities

90 percent of top-performing job descriptions include clear responsibilities and duties, according to Built In research. Responsibilities and duties are essential in order for a candidate to understand the role. They also set expectations for the hired employee and can be used as a baseline for performance reviews down the line.

Give five to 10 bullet points on what the candidate can expect to do in the role. Here are a few tips:

• Write in complete sentences.
• Be thorough. Candidates will be better prepared for the interview and role if they know what is expected of them.
• Don’t be excessive. You don’t need to include every single possible thing a person might encounter during the work day.

Must-Have Skills

Job descriptions include an average of eight distinct qualifications per job post (including must-have and nice-to-have skills), according to Built In research. List five to seven bullet points that are absolutely necessary for a candidate to be successful in the role they are applying to.

• Include quantities when applicable, like years of experience.
• Be sure to clarify what the application requires, like a portfolio, writing sample, video recording, resume, CV, cover letter, etc.
• Other important information includes education, experience, certifications and knowledge of specific platforms.

Nice-to-Have Skills

If there are any other qualities that are nice to have, include those here. Don’t feel like you have to include this section, but it may help candidates know what to include in the application or interview to stand out. This section is lower priority and should have fewer bullet points. 

Compensation

61 percent  consider compensation information to be the most important part of a job description. However, 99 percent of top-performing job descriptions don’t include compensation information, according to Built In research. Many companies still refuse to provide this information in job descriptions, but it’s time to get over this discomfort to garner a larger applicant pool.

It’s best to be upfront about the time frame you need employees to work. Flexible work hours are more common for full-time employees, time zones may play a role, and certain industries and markets work around different schedules.

Candidates will consider commute time or relocation efforts in their employment decision, so help them determine fit before they embark on the application process. Embedding a Google Map onto your website is really quite simple and can be done with this guide .

Working Conditions

Keep working conditions and workplace expectations clear. People want to know what to expect in their future work environment. Are there any physical requirements for the role? What is the expected dress code?

Call to Action

Make sure it is blatantly obvious where a candidate is supposed to apply. Do not make it complicated or frustrating to apply because that’s just going to reduce your applicant pool for the wrong reasons. This is one area that companies should customize to the location the job is being posted. Make sure they know where to click or who to email to get the process started. 

Disclaimer Statements

Most companies include an equal opportunity employer statement and that the employee may be required to perform additional job functions beyond the description. Do your research because disclaimers can help companies prevent serious lawsuits .

Elements to Improve Job Descriptions

Some companies include additional details in their job descriptions to help differentiate them from other employers. There’s certainly a balance between writing a thorough job description and being excessive, and that’s up to your team to decide. Here are a few additional sections to consider including in your job description. While these items are optional, they may turn a good job description into a great one.

Non-financial benefits are often a deciding factor for prospective candidates —  61 percent of job seekers expect to see benefits packages in job descriptions, yet only 43 percent of top-performing job descriptions included such information, according to Built In research.

Things to include are your company’s:

• Health insurance and wellness plans
• Retirement and stock options offerings
• Childcare and parental leave options
• Vacation and PTO policies

Remember that perks are not the same thing as benefits. Perks are nice add-ons the company offers its employees to improve work-life balance and help them live happier, more productive lives. 

Company Culture

Sure, it’s a buzzword, but the people have spoken and the best candidates expect a strong company culture . In fact, 47 percent  say that company culture is the main reason they’re searching for new opportunities.

Word Count 

It’s best to keep your job description in the 250 to 500 word count range, as supported by a study that found the majority of job postings had a similar word count trend. Top-performing job descriptions contain an average word count of 457 words, based on Built In findings. 

Average word count also correlates with average time on page for job descriptions. Job descriptions with a word count between 251 to 500 words see an average time on page of one minute and 39 seconds (1:39), which is closest to the average job description reading time of one minute and 41 seconds (1:41). It’s clear that job descriptions which adhere to word count best practices are much more engaging than their lower-performing counterparts. 

16 percent of job descriptions as analyzed by Built In contain obvious typos, which could be detrimental to applicant reach and a company trustworthiness. Similar to how many recruiters disregard applicants with typos on their resume or application, candidates may come away with a negative impression of your company for not doing its due diligence. Remember to always have at least one other person read your job description before posting.

Job Description Examples

Job descriptions aren’t one-size-fits-all. While the company bio and mission statement sections may remain the same for each role a company posts, the main sections — which include role responsibilities and requirements — should be uniquely tailored to the job at hand.

For instance, a job description for a highly specialized role will usually go into more detail about the types of tools and software programs qualified candidates are expected to possess, while a JD for an entry-level role may spend more time broadly discussing the mentality or passions a candidate should have. In any case, job descriptions that have enough detail specific to the role gives job-seekers a better sense of the position and it gives you an opportunity to make a positive first impression.

Below we’ve rounded up some in-depth guides and job description templates for several roles:

Creative Roles

• Art Director Job Description
• Technical Writer Job Description  
• UX Designer Job Description

Data and Analytics Roles

• Business Intelligence Analyst Job Description
• Data Analyst Job Description
• Data Scientist Job Description  

Developer Roles

• Front End Developer Job Description
• iOS Developer Job Description
• Java Developer Job Description
• PHP Developer Job Description
• Product Manager Job Description
• Salesforce Developer Job Description

Operations Roles

• Operations Manager Job Description
• DevOp Job Description  
• Project Manager Job Description

Marketing Roles

• Marketing Manager Job Description

Sales Roles

• Account Executive Job Description
• Account Manager Job Description
• Customer Success Manager Job Description  
• Sales Development Representative Job Description  
• Sales Engineer Job Description
• Sales Operations Manager Job Description

How to Write a Job Description: Data-Driven Results

We gathered cold, hard facts from a sample of the top performing job descriptions across our seven markets. Here’s what we found out.

FREE DOWNLOAD: JOB DESCRIPTION TEMPLATES

7 interview questions that will reveal a company’s culture.

These Careers Are at the Forefront of the Deep Tech Revolution

Skills-Based Hiring: What It Is and Why It Works

How to Write a Marketing Manager Job Description: Important Skills and Role Responsibilities

How to Write a UX Designer Job Description: Important Skills and Role Responsibilities

How to write an art director job description: important skills and role responsibilities.

Art Directors integrate design with strategy. Get examples, a template & salary information for an Art Director job description.

How to Write a Customer Success Manager Job Description: Important Skills and Role Responsibilities

How to Write a Data Analyst Job Description: Important Skills and Role Responsibilities

How to Write an Account Manager Job Description: Important Skills and Role Responsibilities

How to Write a Project Manager Job Description: Important Skills and Role Responsibilities

How to write job requirements.

Learn how to write job requirements and understand the recruiting potential of doing it well.

How Tech Can Get More Women Into Software Engineering

Great companies need great people. that's where we come in..

Academic Assignment Writing Jobs Let Enjoy Freedom

Monetize your time and efforts

• WritingCreek is a freelance academic writing company which can offer you a trustworthy long-term cooperation.
• A simple application process, continuous career growth, a wide range of disciplines and subjects, are among the benefits of WritingCreek

Get decent freelance job

Simple application process.

Begin earning money in 3 days!

We believe you have all it takes

• Excellent communication skills
• Proficiency in the particular area of study
• Ability to conduct a research
• Original content writing
• Advanced level of English

Continuous career growth

Earn from $ 4 - 12 per page

• 1+ completed orders
• 5+ completed orders
• 80% + Success Rate
• 30+ completed orders
• 90% + Success Rate
• 50+ completed orders
• 95% + Success Rate

Reveal your skillset in academic writing

• Humanities 0 %
• Applied sciences 0 %
• Social sciences 0 %
• Formal sciences 0 %
• Natural sciences 0 %
• Other academic fields 0 %

Share of orders in the system for this branch of science

Some of the latest orders

Find the one that fits your expertise

You must have heard plenty of times about perks of specific jobs allowing to work without leaving your house on a permanent basis. They are true. Freelance occupation lets:

Determine your workload yourself. Due to this factor, you will not face the extreme fatigue when any amount of money for one more task doesn’t represent any interest because all you want to do is to fall asleep for a couple of days. With freelance writing jobs online, you are your own boss. You know how many regular duties you need to fulfill. You know how much time you need to devote to your significant other, your family, friends, hobby, sports, sleep, healthy lifestyle, etc. You are fully aware of how much time you need to spend on anything else but work to be happy. And only you can determine the golden middle!

Set the working hours. Striving to optimization of working process, you can set the hours when you feel like working most of all to focus on your tasks easier. When you have chosen one of the freelance writing jobs online , you are free to set the working hours. It is a very useful prerogative! You don’t have to ask if you can go home earlier today because you need to take your child from school or because you have a competition. You don’t need to provide explanations for being late for 15 minutes at the beginning of the day. You are the boss. Being one of the essay writers or those who accepted an offer of grant writing jobs, you become independent.

Choose tasks yourself. Having joined the team of freelance writers, you are given an opportunity to select your assignments: take the one you like and reject the one that seems not your cup of tea. You will no longer have to deal with a bundle of tasks you’d wish to burn. Freelance writing jobs give you a chance deal only with the tasks that are of interest to you. Thus, you will easily boost your knowledge and skills in professional sphere.

Such is a kind of position we gladly offer to experts in the wide variety of spheres:

• Human and social sciences. We invite for collaboration experts in Sociology, Psychology, Arts, Political science, Economics, Law, Management, Journalism, Pedagogics, Philosophy, Aesthetics, Linguistics, Law, and many other areas belonging to this group. On our website, you will find grant writing jobs to make use of your knowledge.
• Natural sciences. We are looking for freelance writers in Biology, Physics, Chemistry, Geology, Geography, Ecology, and Astronomy. If you have in-depth knowledge in Quantum or Cell biology, Space physics, or Nuclear chemistry (just as well as the rest of domains), and are looking for a position that gives you freedom in organizing your working hours – choose freelance writing jobs at biz.
• Technical studies. We are looking for specialists in Engineering, Informatics, Transport, Telecommunication, Architecture, Technology, Avionics, Food manufacturing industry, Computer science, Electronics, etc. We assume, we need writers specialized in any area of listed studies. Taking grant writing jobs at our website, you take your chance for independence. On our list, we include both the most common and the rarest spheres: from Radio electronics, Electrical engineering, and Modern architecture to Space syntax, Biological engineering, and Sumerian architecture.
• Exact studies. The connoisseurs of this group are always in high demand: due to the difficulties with assignments related to the subjects of this kind, every second student is looking for assistance with exact studies. Choose our freelance writing jobs! Make use of favorable terms of collaboration with a trustworthy website. Freelance experts in Algebra, Mathematical analysis, Geometry, Accounting, Trigonometry, Calculus, Discrete math, and Algorithms, welcome to biz.

Are you still hesitating? It’s high time to speed up your success with freelance writing.

You need to Log in or Sign up for a new account in order to create account

Please enter your email to proceed

By clicking "Continue", you agree to our terms of service and privacy policy. We`ll occasionally send you promo and account related emails.

5 Examples of Take-Home Tasks for Different Roles

Assigning take-home tasks when hiring is much like marmite, coriander, or Hawaiian pizza. Your candidates will either love it or hate it.

The ‘love it’ camp likely welcomes the opportunity to showcase their skills and appreciate the time to think it through versus answering questions on the spot in an interview.

However, the ‘hate it’ group sees it as doing work for free, might already have portfolios of work that give a much fairer picture of their experience level, and resent the infringement on their personal time (regardless of how this might be their dream job).

What we can learn from this dichotomy is that while a take-home assignment is not right for every role, it’s still worth it for some. To figure out if it’s a fit for the role you’re hiring for, let’s look at five good examples of take-home tasks that your candidates will (hopefully) love.

TL;DR — Key Takeaways

A take-home assignment is an important part of the interview process that focuses on candidates crafting and completing real-world tasks .

Incorporating a take-home assignment will give your organization better insight and skill observation over candidates. However, job seekers may see take-home tests as time-consuming, exploitative, or manipulative.

The perfect take-home assignment should be structured around providing the candidate with clarity about the role, respecting their time, and ensuring consistent testing criteria.

Toggl Hire introduced homework tasks in our skills assessment library! It’s never been easier to raise the quality of your hires with reliable proof of competence.

What are take-home tasks?

A take-home assignment is given to candidates during the interview process to complete in their own time and shows the hiring manager how the job seeker is able to complete a task.

These assignments generally consist of coding tests for developers , presentations for upper-level management, and campaigns for marketers. They’re given to candidates after the first interview round. The success will determine if the candidate makes it to the second round.

Pros and cons of a take-home assignment

Obviously, there are pros and cons to using a take-home assignment, right? Of course! So let’s go over the big ones.

• Skill observation : It allows the hiring company to understand the candidate’s skills in action and their thought process.

• Insight : The take-home interview assignment will allow the candidate to have a better understanding of the position, break any key assumptions, and what the company expects of them.

• Supplemental information : If done early in the interview process, an interview assignment allows the candidate’s skills to do the talking as opposed to the hiring manager only relying on the resume.

• Less pressure : Because a Q&A interview can be a pressure cooker, the take-home assignment makes the interviewing candidate feel more at ease.

• Time-consuming : A hiring team may claim the assignment will only take several hours to prepare and complete, but any interview assignment over more than an hour is cutting into the candidate’s personal time and current job.

• Ethical concerns and lost earnings : Asking a candidate to complete an unpaid work assignment can be seen as unethical and equivalent to unpaid labor. Some companies may even go so far as to steal the ideas of the candidate, use them, and not give credit or compensate the candidate.

• Limited personal evaluation : While the interview take-home assignment can assess a candidate’s skill set, it may not capture important aspects such as personality and behavior.

How to structure a take-home task

Creating a take-home assignment that strikes the perfect balance of helpful but not exploitative can be tricky. Regardless of what kind of take-home task or homework assignment you’re creating for hiring, it’s crucial for hiring managers to approach their creation with careful thought and attention.

Your hiring team will need to consider all of the following:

What are the common mistakes?

It’s normal to make mistakes, and learning from them can help you hire better, faster, and more fair.

So, let’s explore common blunders to steer clear of when designing and implementing a take-home assignment during the interview process, ensuring fairness and an effective evaluation process that respects candidates’ time and effort.

• Appropriate Task Alignment : Avoid assigning tasks that aren’t directly relevant to the role.

• Reasonable Task Length : Create a take-home assignment that can be completed within a reasonable timeframe.

• Providing Sufficient Context : Avoid requesting candidates to answer or solve company-specific problems without providing adequate information.

• Ethical Treatment of Work Requests : Refrain from asking candidates to produce work for free that the company may later exploit, such as writing a blog post for publication.

• Timely Introduction of Tasks : Including a take-home assignment as an early screening requirement can discourage candidates. Do this after their first interview.

• Constructive Feedback : Don’t miss the opportunity to provide candidates with constructive feedback on their completed tasks.

• Balancing Mandatory and Optional Tasks : Avoid making the take-home assignment mandatory for all applicants, as circumstances may prevent some candidates from completing it.

• Conduct post-assignment interviews : Once you have received a few tasks back from candidates, we highly recommend that you schedule a take-home assignment interview to better understand any pain points the job seeker may have had.

5 thorough examples of great take-home assignments

Now that you better understand the how , the when , and the why of take-home assignments, we’ll show you five examples. The example take-home assignments will cover tasks for:

• Developer – fixing a broken site
• Product manager – redesigning a feature
• Marketing lead – creating a marketing campaign
• Designer – redesigning the onboarding flow
• Customer success executive – running a mock QBR

Example #1: Take-home task for a developer role

This challenge is geared towards a mid-level developer who can identify and fix errors and optimize the code of an eCommerce website. The goal here is to see how well the candidates understand debugging techniques, approach problem-solving, and how they will communicate with the rest of their team.

Task: Fixing a Broken E-commerce Site

Introduction

Your mission is to debug the broken e-commerce site, fix errors, and ensure it runs smoothly. Customers are unable to place orders due to the significant increase in errors.

Requirements

• Identify and fix all of the errors on the site.
• Ensure that customers can place orders without any problems.
• Optimize the site to improve its performance.
• Document your approach and explain your reasoning behind your changes.

Instructions

• Clone the repository from the following Github URL: https://github.com/debugging-challenge/e-commerce-site.git .
• Install all the dependencies by running npm install .
• Start the development server by running npm start .
• Debug and fix all errors.
• Document your approach and explain your reasoning in a README file.

Your submission will be evaluated based on the following criteria:

• Identification and fixing of all errors
• Site optimization
• Completeness of documentation and reasoning
• Code cleanliness and adherence to best practices
• Clarity and organization of documentation
• Submit your code as a ZIP file.
• Include the README file that explains your approach and reasoning.
• Send the ZIP file to the hiring manager by email.

Example #2: Challenge for a product manager

Our next example focuses on testing product manager candidates on how they approach problem-solving, communicate with customers, and conduct user research while implementing open-ended questions.

In a sense, how well they’ll actually do their jobs in a product management role. This assignment is bound to produce better product management interviews for your organization.

Task: Redesigning Filma’s Collaboration Features

You are the Product Manager for collaboration features at Filma, a leading collaborative design platform. Recent feedback from customers has shown that they are not happy with how collaboration features work on the site. Your mission in this product management task is to redesign the collaboration features to better meet customer needs and preferences.

• Review the problem statement and develop a list of open-ended questions to better understand the issue.
• Conduct user research to validate assumptions and identify pain points and user needs.
• Develop a new design for collaboration features.
• Prioritize features and functionality based on customer needs and business goals.
• Outline the implementation plan.
• Document your approach and explain your reasoning.
• Review the problem statement and develop a list of open-ended questions to better understand the issue and customer needs.
• Conduct (mock) user research to validate assumptions and identify pain points and user needs. Schedule a call with a team member to role-play a customer interview. Include data points such as user feedback, user behaviour, and competitor analysis in your research.
• Develop a new design for collaboration features. Identify the key features and functionality of the new design, and prioritize them based on customer needs and business goals.
• Outline the implementation plan. Include a timeline, resources required, and technical feasibility.
• Document your approach and explain your reasoning in a presentation or document.
• Quality of open-ended questions and user research.
• Soundness of the new design and prioritization of features and functionality.
• Clarity and feasibility of the product management implementation plan.
• Completeness of documentation and reasoning.
• Clarity and organization of presentation or document.
• Submit your open-ended questions, presentation, or document as a PDF or PowerPoint file.
• Send the file to the hiring manager by email.

Example #3: Testing marketing managers

Let’s now explore an exciting marketing challenge that aims to find a candidate who can skillfully design an innovative user acquisition growth loop. This task involves leveraging valuable market research insights to craft a robust strategy that showcases a deep understanding of growth concepts.

Task: Designing a User Acquisition Growth Loop

You are the Marketing Lead at a Product-Led Growth (PLG) company that provides a collaboration tool for remote teams. Your team has conducted market research to identify target customer segments. Your mission is to design a new user acquisition growth loop based on the insights gained.

• Review the market research insights provided by your team.
• Design a new user acquisition growth loop, with a structured approach, based on the insights gained.
• Identify metrics to measure the effectiveness of the growth loop.
• Review the market research insights provided by your team. Use the insights to identify areas where a new user acquisition growth loop can be designed.
• Design a new user acquisition growth loop based on the insights gained. The growth loop should identify key stages, such as awareness, interest, and activation, and prioritize them based on customer needs and business goals.
• Identify metrics to measure the effectiveness of the growth loop. The metrics should be tied to the key stages of the growth loop and should be used to track progress and optimize the loop over time.
• Soundness of the new user acquisition growth loop and prioritization of key stages
• Creativity and effectiveness of the growth loop design
• Identification and feasibility of metrics to measure the effectiveness of the growth loop
• Clarity and organization of presentation or document
• Submit your presentation or document as a PDF or PowerPoint file.

Example #4: Take-home test for designers

This challenge is centered around an intriguing product design assessment designed to narrow down a candidate who excels in analyzing user recording sessions and crafting an improved onboarding flow design.

Task: Redesigning the Onboarding Flow Introduction

You are a Product Designer at a web-based Product-Led Growth (PLG) company that provides a collaboration tool for remote teams. Your team has recorded user sessions for the past 3 months to help identify areas of improvement for the onboarding flow. Your mission is to redesign the onboarding flow to improve user engagement and activation based on the insights gathered.

• Analyze the user recording sessions to identify user needs and preferences.
• Develop a new design for the onboarding flow.
• Prioritize design features based on user needs and business goals.
• Ensure that the design aligns with the company’s minimalist, intuitive design philosophy.
• Analyze the user recording sessions to identify user needs and preferences. Use the insights gathered to identify areas for improvement in the onboarding flow.
• Develop a new design for the onboarding flow. Identify the key stages of the flow, and prioritize them based on user needs and business goals. Ensure that the design aligns with the company’s minimalist, intuitive design philosophy.
• Prioritize design features based on user needs and business goals. Identify the most important design features that will enhance user engagement and activation.
• Quality of analysis of user recording sessions and identification of user needs and preferences
• The soundness of the new onboarding flow design and prioritization of key stages
• Alignment with the company’s minimalist, intuitive design philosophy
• Creativity and effectiveness of the prioritized design features

Example #5: Testing customer succes

Our final challenge example focuses on a customer success assignment. The perfect candidate will showcase their expertise in defining success metrics for a simulated account, devising impactful tactics to drive feature adoption and enhance metrics, and effectively presenting their approach and results in a mock Quarterly Business Review (QBR) presentation.

Task: Driving Feature Adoption and Improving Metrics

You are a Customer Success Manager at a PLG company that provides a project management tool for remote teams. Your mission is to work with a mock account to define success metrics, develop tactics to drive feature adoption and improve metrics for Q2, culminating in a mock QBR presentation.

• Define success metrics for the mock account.
• Develop tactics to drive feature adoption and improve metrics.
• Document your approach and results in a mock QBR presentation.
• Define success metrics for the mock account. Assume that the mock account is a remote team of 20 people that uses your project management tool for all their projects. Assume that they have been using the tool for 6 months, and that they have expressed interest in increasing feature adoption and improving metrics related to on-time delivery, collaboration, and budget management. Use your own assumptions to define success metrics that measure the impact of the product on their business.
• Develop tactics to drive feature adoption and improve metrics. Use the success metrics to identify the actions needed to increase feature adoption and improve metrics, and assign responsibilities to your team. Use customer success best practices, such as regular check-ins and training sessions, to ensure that the tactics are on track and that the mock account is engaged and satisfied.
• Document your approach and results in a mock QBR presentation. Create a deck that’s less than 10 slides, with consistent title and object placement, fonts, font colors, and different ways of visualizing insights. Use the mock QBR presentation to realign on the mock account’s goals, review their performance, present the tactics and their impact on the success metrics, and recommend the next steps to improve product performance next quarter.
• Quality of success metrics defined for the mock account.
• Soundness of the tactics to drive feature adoption and improve metrics.
• Collaborative execution of the tactics with your team.
• Clarity, organization, and persuasiveness of the mock QBR presentation.
• Submit your mock QBR presentation as a PDF or PowerPoint file.

Try a Homework Assignment by Toggl Hire

Ready to add homework assignments to your hiring process? Our homework assessments provide invaluable insights for hiring managers evaluating candidates ‘ ability to solve job-specific assignments.

Designed to test the hands-on skills necessary for day-to-day work, these assessments offer a glimpse into a candidate’s potential future job performance . With over 500 pre-built tasks available in Toggl Hire’s library, you can quickly implement comprehensive tests that align with your hiring needs.

Toggl Hire’s homework assessments are highly flexible, allowing for either integration with other assessments or standalone use. Create your free account now to explore a few examples!

Juste loves investigating through writing. A copywriter by trade, she spent the last ten years in startups, telling stories and building marketing teams. She works at Toggl Hire and writes about how businesses can recruit really great people.

Join 30,000+ subscribers getting the best tips on productivity, work management, hiring and more!

We promise we won't spam you and you can unsubscribe anytime.

You might also like...

Related to Talent Assessments

How to Hire a Financial Controller for Your Business

24 Internal Interview Questions to Ask Candidates

Critical Thinking Assessment: 4 Ways to Test Applicants

Take a peek at our most popular categories:

The Path to Reassignment as an Accommodation

From the desk of tracie defreitas, m.s., program leader, director of training and outreach.

Engaging in the interactive process under the Americans with Disabilities Act (ADA) requires navigating a range of reasonable accommodation pathways. Some trails lead to familiar places, like making the workplace accessible, job restructuring, or modifying a schedule. Some paths are bumpy, flanked by twists and turns, and require time and patience to reach the destination, like purchasing equipment, modifying workplace policies, or providing access to leave. Sometimes the process requires navigating an entirely different path than was initially mapped-out, like changing lanes and taking the ramp that leads to reassigning an employee to a vacant position. This accommodation pathway is reasonably well-marked under the ADA, but can still lead those responsible for considering the accommodation to second-guess whether it’s the best route – kind of like when you’re relying on your GPS to get you home, but it generates a different route every time and you’re not sure if you can trust it.

The reassignment path can be trusted when exploring job accommodations under the ADA, provided certain rules are followed. The duty to consider reassignment as a form of reasonable accommodation is clearly articulated in the ADA regulations and enforcement guidance. The title I regulations of the ADA specifically include reassignment as an accommodation, and the Equal Employment Opportunity Commission (EEOC) formal enforcement guidance on Reasonable Accommodation and Undue Hardship Under the ADA notes that this form of accommodation must be considered and provided, when reasonable. Interestingly, even the courts mostly agree with the EEOC position on this accommodation issue. Then why do employers still stumble when they reach the reassignment path as part of the accommodation process?

Likely for a number of reasons, but for one, it probably doesn’t seem logical to give an employee a different job when they can’t perform the essential functions of their current job. But, it’s important to remember that the ADA is meant to facilitate positive employment outcomes for individuals with disabilities. This means that, when a disability prevents an employee from performing the essential job duties of their original position, the possibility of maintaining employment by being placed in a vacant position the employer seeks to fill can lead to a successful employment outcome for all parties. When the interactive process reveals that reassignment is a possible accommodation solution, employers are expected to make that last ditch effort to keep the employee on the path of continued employment.

Reassignment is commonly known as the accommodation of last resort. This is because accommodations that will enable an employee to remain in their current position should, under ordinary circumstances, be considered first. However, this accommodation strategy should not be misinterpreted to mean that it’s only possible to consider reassignment when the search for accommodations in the original position is exhausted. Reassignment can be considered when:

• there is no reasonable accommodation that will enable an employee with a disability to perform the essential functions of their current position;
• both the employee and employer agree that an alternative position is a more preferable accommodation solution, in light of the employee’s limitations and ability to perform essential functions, with or without accommodation;
• an employee is on a leave of absence and their position cannot be held open during the entire leave period without posing an undue hardship, and if there is a vacant position to which the employee can be reassigned to continue the leave; or
• the location where work is performed causes a work-related barrier due to limitations affecting an employee’s commute, or the need to access specialized healthcare, and there is a vacant position at a different location that meets the employee’s disability-related needs.

What makes reassignment an accommodation under the ADA? The opportunity to be transferred to a new job with the same employer without having to go through the competitive hiring process. An individual with a disability who will be accommodated through reassignment shall not be required to compete for the alternative position. But, while a competitive bid for the vacancy is not required, the individual must be minimally qualified, though not necessarily the best qualified, for any vacant position under consideration, and must be capable of performing the essential functions of the job, with or without accommodation.

The path to reassignment can be bumpy when it’s not clear whose responsibility it is to identify vacant positions, and for what duration the parties will search. This is where it can be useful to have a procedure for processing this type of accommodation request. A procedure can assign organizational responsibility for the job search, and also make clear that the individual is invited to assist in identifying vacancies. The EEOC offers tips for drafting and implementing accommodation procedures, including reassignment procedures, in their guidance on Practical Advice for Drafting and Implementing Reasonable Accommodation Procedures Under Executive Order 13164 . The information in this guidance informs the reasonable accommodation practices of federal government employers, but is a useful resource for other types of employers that must engage in the interactive accommodation process under the ADA.

Employers sometimes ask if an individual who will be reassigned as an accommodation can be expected to formally apply for vacant positions, or to interview for jobs that are selected. The answer to this question probably depends on why the employer wants to require this of someone who is not expected to compete for the job. For example, if the objective of asking the individual interview questions, or to complete an application, is simply to gather information to assess their qualifications and interest in the job, this may be possible. But, if the individual is minimally qualified for the position, they get the job regardless of the interview outcome. An interview may be useful when more than one vacancy has been identified and both the individual and the employer believe the process will present an opportunity to learn more information to determine which position is the best fit.

Upon making the decision to explore reassignment as the accommodation of choice, employers should be mindful of several points. First, reassignment will only be available as an accommodation if a vacant position is available, or will be in the reasonably near future. There is no duty to create a vacancy. The search for vacant positions should include those that are equivalent to the employee’s original position, in terms of pay and status, and does not have to be limited to positions within the employee’s original department or location. When an equivalent vacant position is not available, an individual may be reassigned to a vacant lower level position. In this situation, there is no duty to carry-over the employee’s original rate of pay, unless this is done for others in a similar situation.

Generally, employers are in the best position to know about potential vacancies, but the interactive process is collaborative and so both parties can take part in the job search. The duration of the job search may depend on the size of the employer, but should begin without delay and should be completed in a reasonable period of time. For example, smaller employers may have fewer available positions, and in-turn, may require a shorter duration of time to complete a thorough search. The duration could be days or weeks. Some employers have a policy of searching for a certain number of days (e.g., 30 to 60 days). According to the EEOC, upon the end of a reasonable search period, if no appropriate vacancies have been identified, the employer will have fulfilled its obligation to consider reassignment as an accommodation.

The idea of reassignment as an accommodation raises a number of questions for employers. A lot of ground was covered on this topic in this brief article, but there can be many twists and turns while navigating this path during the interactive process. You may have more questions about reassignment now. The REASSIGNMENT section of the EEOC formal enforcement guidance on Reasonable Accommodation and Undue Hardship Under the ADA is a good place to start for more information. If you still have questions, Ask JAN , we can help!

>  Back to Newsletter

Add Page to MyJAN

Should you give job applicants an assignment during the interview process? Be thoughtful about the ask

Hiring is a time-consuming and expensive endeavor. Companies need candidates who offer the right skills and experience for a given role, and who align with their organization’s vision and mission.

To find the best fit, many companies still lean on a strategy that continues to generate debate : the assignment. Some candidates believe their experience and interviews should give prospective employers enough information to determine whether they will fit the role. Employers have to ask themselves whether they are willing to turn off a strong candidate by asking them to do additional work.

Is the assignment valuable enough to the evaluation process that they cannot move someone forward without it? Sometimes it is—sometimes they help an employer decide between two strong candidates. And if they are necessary, how can employers make assignments fair and equitable for the candidate or candidates?

When done right, assignments help assess practical skills and problem-solving abilities, giving a clearer picture of a candidate beyond what their resume or interview reveals. But employers should be thoughtful about the ask. While it may make sense for roles that require specific technical expertise or creative thinking, it isn’t appropriate for all roles—so assignments should always be given with a clear reason for why they are needed.

Plus, they don’t just benefit the employer. For job seekers, an assignment during the interview process might also help them stand out from the competition. It can also offer a window into what their day-to-day in the new role might entail. Remember that the candidate should be interviewing the company, too. Having a test run of the work they’d be asked to do is a great way to see whether they believe the role is a fit.

However, there is a rift in how people perceive the assignment as part of the interview process. Workers today span many generations, each with unique values and expectations. Whereas older workers often prioritize stability and loyalty, younger millennials and Gen Zers are more focused on flexibility and work well-being, Indeed data shows .

This mindset impacts the amount of time and energy a candidate is willing to devote to each application. After multiple rounds of interviews and prep, taking on an in-depth assignment may feel like a bridge too far—especially if the expectations for the assignment are not clearly communicated ahead of time.

Some candidates are wary of providing free labor to a company that may use their work and not hire them. Hiring managers should be clear about how the work will be used. They may also consider offering compensation if the assignment requires more than a couple hours of someone’s time, or if they plan to use the work without hiring the candidate.

The key for early career candidates in particular is to ensure their time and efforts are respected. This is a win-win for employers: By providing clarity and transparency, they not only elicit the additional information they want from candidates, but they demonstrate that the organization is transparent and fair.

Equity is also imperative: Which candidates are being asked to complete assignments? Is the hiring team consistent in giving out assignments across ages, experience levels, and roles? There should always be a process and clear evaluation criteria in place to ensure fairness.

As we adapt to the rapidly evolving world of work, we must continue to think critically about each step in the hiring process. Candidate assignments can be a valuable tool, but only with appropriate respect for job seekers’ time and contributions.

With the right strategy, we can bridge the gap between generations in the workplace and build a hiring culture that values efficiency, talent, and integrity.

Eoin Driver is the global vice president of talent at Indeed.

More must-read commentary:

• Fannie Mae  CEO: Beyoncé is right. Climate change has already hit the housing market—and  homeowners aren’t prepared
• Congress could soon spell the end of employment arbitration—but it’s not all good news for American workers
• Outdated laws prevent gig economy workers from getting benefits. This pilot program shows the path forward
• No, combustion engines won’t be supplanted by electric vehicles—and they’re  critical for sustainable transport

The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of  Fortune .

Latest in Commentary

I cared for my dad under ‘hospital at home’ in his final weeks. The program is missing one big piece

Health care workforce challenges must be addressed to support Black mothers

Corporate boards have never been more prepared to face down the anti-ESG backlash, new research finds

Gen Zers walk into the workplace with one foot out the door—slandering them won’t solve the future-of-work conundrum

I’m fresh out of college and worry about AI mangling our future. With other Gen Zers seeing its disruptions, I’m not alone

We know very little about neurodivergent women—and they may be entirely overlooked at work

Most popular.

The CEO of Crunch Fitness doesn’t think there’s such a thing as work-life balance: ‘That’s for somebody who’s not fully committed’

Chinese, Iranian, and Russian gangs are attacking U.S. drinking water and officials are alarmed

Amazon CEO Andy Jassy: An ‘embarrassing’ amount of your success in your 20s depends on your attitude

Satya Nadella transformed Microsoft’s culture during his decade as CEO by turning everyone into ‘learn-it-alls’ instead of ‘know-it-alls’

Red Lobster is blaming its bankruptcy on top shareholder and its ex-CEO, saying an $11M all-you-can-eat-shrimp fiasco contributed to its demise

Jerome Powell says it’s ‘different this time’—and Americans and their mortgage rates are a key reason why

Optimizing Job Assignments with Python: A Greedy Approach

In this article, we will learn the skill of job assignment which is a very important topic in the field of Operations Research. For this, we will utilize Python programming language and the Numpy library for the same. We will also solve a small case on a job assignment.

Job assignment involves allocating tasks to workers while minimizing overall completion time or cost. Python’s greedy algorithm, combined with NumPy, can solve such problems by iteratively assigning jobs based on worker skills and constraints, enabling efficient resource management in various industries.

Recommended: Maximizing Cost Savings Through Offshore Development: A Comprehensive Guide

Recommended: Delivery Route Optimization using Python: A Step-by-Step Guide

What is a Job Assignment?

Let us understand what a job assignment is with an example. In our example, three tasks have to be completed. Three workers have different sets of skills and take different amounts of time to complete the above-mentioned tasks. Now our goal is to assign the jobs to the workers to minimize the period of completing the three tasks.

Now, we solve the above problem using the concepts of Linear programming. Now there are certain constraints as well, each worker can be assigned only a single job at a time. Our objective function is the sum of all the time taken by the workers and minimize it. Let us now solve this problem using the power of the Numpy library of Python programming language.

Let us now look at the output of the problem.

From the output, we can see that The assignment is complete and optimized. Let us now look at a small case and understand the job assignment further.

A Real-World Job Assignment Scenario

Continuing with the example of assigning workers some jobs, in this case, a company is looking to get some work done with the help of some freelancers. There are 15 jobs and we have 10 freelancers. We have to assign jobs to workers in such a way, that we minimize the time as well as the cost of the whole operation. Let us now model this in the Python programming language.

This problem is solved using the greedy algorithm. In short, the greedy algorithm selects the most optimal choice available and does not consider what will happen in the future while making this choice. In the above code, we have randomly generated data on freelancer details. Let us now look at the output of the code.

Thus, we complete our agenda of job assignment while minimizing costs as evidenced by the output.

Assigning jobs optimally is crucial for maximizing productivity and minimizing costs in today’s competitive landscape. Python’s powerful libraries like NumPy make it easy to implement greedy algorithms and solve complex job assignment problems, even with larger sets of jobs and workers. How could you adapt this approach to accommodate dynamic changes in job requirements or worker availability?

Recommended: Splitting Lists into Sub-Lists in Python: Techniques and Advantages

Recommended: Object Detection with OpenCV: A Step-by-Step Tutorial

• My View My View
• Following Following
• Saved Saved

Workday urges judge to toss bias class action over AI hiring software

• Medium Text

Sign up here.

Reporting by Daniel Wiessner in Albany, New York

Our Standards: The Thomson Reuters Trust Principles. New Tab , opens new tab

Thomson Reuters

Dan Wiessner (@danwiessner) reports on labor and employment and immigration law, including litigation and policy making. He can be reached at [email protected].

Read Next / Editor's Picks

Industry Insight Chevron

Mike Scarcella, David Thomas

Karen Sloan

Henry Engler

Diana Novak Jones

NEWS9 Special Assignment: Ohio Valley takes flight

by Dylan Cleland

With the help of local airports -- schools like Steubenville High School and West Liberty University recognized the aviation employment needs and are actively working to create education, training, and certification programs in the Ohio Valley.

On-the-job training continues to rise in importance, both nationally and at home.

And with more jobs becoming available each day, it can be important to train people quickly.

The aviation industry is no different, and there are even some opportunities to take flight in the Ohio Valley.

"Pilots are in high demand, extremely high demand,” said Brian Thaxton, manager, Jefferson County Airpark. “Flight instructors, corporate, airline pilots they're needed all across the board, as well as aircraft mechanics."

"We are an Ohio Career Technical Education program, this is aviation training, and with that, we have gone from Project Lead the Way,” said Natalie Campana, aviation instructor, Steubenville High School.

“We have been a part of SREB Aerospace Engineering program and also AOPA You Can Fly curriculum. This program follows the FAA Part 61 flight program."

"So, it's been just about a year since we established the official partnership, but we've been working with probably a year previous to that,” West Liberty University Provost Cathy Monteroso said.

“It was really looking at how we can bring aviation to the Northern Panhandle and provide opportunities for students."

Steubenville High School has been offering aviation courses since 2016 -- and it currently educates and trains students for their student pilot license, drone certifications, and more.

"Students are able to train and prepare themselves for whatever angle of flight they prefer,” Campana said. “Whether they want to go for aerospace engineering, if they want to go for architecture or air traffic control, or military, our students have options."

At Steubenville City Schools, the results are already in with several alumni working at Pittsburgh International Airport, as well as training for different aviation careers across the country.

Meanwhile, as just juniors in high school, the careers of some current students are now taking off.

"I'm 17 years old, so obviously it is scary to go out and fly a plane,” junior Sarah Ostovich said. “Personally, I flew to Carrollton, and it was really an eye-opening experience because being in the plane and being in control, seeing how you land and seeing how many parts there are to a plane."

"I've always been interested in aviation ever since I was little,” junior Myles Cooper said. “I'd look up and see planes and I'd always wonder what it would be like to be up there. When I scheduled my classes before freshman year, I saw aviation on there, I said why not try it. From there it's been great, I've experienced so many things from flying these sims to eventually being up in the air."

Ostovich is seeking a career in air traffic control. Cooper wants to become a pilot in the military.

However, some students are in the program to learn about the industry but want to play a different role in the future.

"Looking at airports, there are many factors that go into designing an airport,” junior Jordan Vein said. “There's certain things that need to be in certain places, certain angles, like every angle matters, so I like looking into those kinds of things, and I'm a mathematical person. So, I like looking at numbers and all that."

The students can fly through the partnership that Steubenville City Schools has developed with the Jefferson County Airport. They have received tours, participated in workshops and they are able to fly "Charlie" their Cessna 172 aircraft.

Through this work, several aviation students have secured their student pilot license and are currently searching for college programs to continue to build their education.

In Ohio County, West Liberty is set to begin an aviation program in conjunction with Marshall Univeristy this fall.

"Obviously it was already established at Marshall, but how did we combine our curriculum with the F.A.A. approved curriculum for aviation. So, putting that together: so, working with our groups on campus, working with our curriculum committees on campus to help develop the program was really the initial step," Monteroso said.

"It follows a whole series of approvals on campus and then by our board of Governors and then by the West Virginia Higher Education Policy Commission and then the Higher Learning Commission,” WLU President Dr. Tim Borchers said.

“So, it was presenting a proposal that one of our faculty members presented, then they had a panel that reviewed it and recommended approval, which happened at the end of the month."

The new program also brings potential for economic growth.

"It's only going to be 10 minutes from campus, so it'll be really easy for our students to go back-and-forth between the airport and campus,” Borchers said. “But also, it's going to be really good for the airport because the more traffic that's out here, the more business is out here, the more funding they can be available for and the more attractive it will be to bring in business to the area."

But the vision is like Steubenville’s -- and that is to fill a void.

"There is such a need for mechanics and professionally trained pilots, that's where the opportunities lie,” said Kevin Price, with Regional Economic Development.

"And students that just graduated out of the technician’s program at Marshall, about 2 weeks ago, they're going directly to work in $65,000/year-plus jobs."

As the Jefferson and Wheeling-Ohio County Airports continue to support these programs, a second objective is to train and retain aviation workers in the Ohio Valley.

"Recently, I was in a meeting with several Ohio senators and they are actively pursuing ways to increase the funding for aviation education to try to get more students involved in Ohio," Thaxton said.

"One of the things we're trying to do, as I mentioned earlier with some of the industry, we're talking to whether it's manufacturing, research and development, engineering type things,” Price said. “If those students can get educations here and we can attract those employers, whether it be at the airport or in the area as a whole, it will give those students an opportunity to stay home."

If you are currently a senior in high school, or an adult seeking a career change and the aviation field interests you, WLU is accepting applications for its first class of students in the aviation program.

To learn more about the program, click here .

Warehouse Worker - Moving Services - TP129158

Job description, #tp129158 warehouse worker - moving services.

Position available through UCSD Temporary Employment Services (TES). Employment through TES is an excellent way to gain valuable UCSD experience and get your foot in the door for career positions. TES employment includes medical coverage, paid vacation & sick time, paid holidays, as well as training and development opportunities!

ASSIGNMENT DETAILS

UC San Diego is hiring temporary Warehouse Workers to support the campus operations for the 2023 - 2024 School Year.

Duration: This role is anticipated to last through October 2024

Compensation: $20.22 per hour and eligible for paid holidays plus vacation/sick leave. Full-medical insurance is also available.

Work Schedule: 7:30am - 4:00pm

Location: 100% on-site on campus in La Jolla

DESCRIPTION

Temporary Employment Services (TES) places employees in departments that have temporary staffing needs. TES offers a variety of assignments, and an excellent benefits package, as well as opportunities for skill enhancement and exposure to career opportunities at UC San Diego. Hours, salary, and locations vary by assignment. TES has current openings for Warehouse Workers.

Warehouse workers will provide critical support for Return-to-Campus efforts.

Assist with Surplus Sales and Moving Services operation including pick up of excess equipment and supplies from Departments.

Provide relocation services of office furniture, uncrating, assembly, and movement of equipment for faculty and staff of UCSD and the Medical Centers located in Hillcrest and on campus.

QUALIFICATIONS

• Must be able to start working immediately after employment offer.

Must be willing to work 40 hours/week Monday-Friday 7:30am to 4:00pm

Must have valid California Commercial Drivers License

• Able to lift 70 lbs ,
• Able to walk / carry items up and down stairs,
• Able to utilize/ learn/ have some knowledge with hand tools (electric screw driver, manual screw drivers ect),
• Take direction and work independently to complete tasks
• Dependable, Team Player

This position has been identified as a Mandated Reporter pursuant to the California Child Abuse and Neglect Reporting Act (CANRA) and requires immediate reporting of physical abuse, sexual abuse, emotional abuse, or neglect of anyone under the age of 18. It is the responsibility of the Mandated Reporter to ensure that they obtain proper training in order to fulfill their reporting responsibilities as required by the California Child Abuse and Neglect Reporting Act and University policy, and to complete and submit the required reports to the UC San Diego Police Department without delay.

SPECIAL CONDITIONS

*Background checks required.

Pay Transparency Act

Annual Full Pay Range: $42,219 - $55,687 (will be prorated if the appointment percentage is less than 100%)

Hourly Equivalent: $20.22 - $26.67

Factors in determining the appropriate compensation for a role include experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. The Hiring Pay Scale referenced in the job posting is the budgeted salary or hourly range that the University reasonably expects to pay for this position. The Annual Full Pay Range may be broader than what the University anticipates to pay for this position, based on internal equity, budget, and collective bargaining agreements (when applicable).

If employed by the University of California, you will be required to comply with our Policy on Vaccination Programs, which may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements.

To foster the best possible working and learning environment, UC San Diego strives to cultivate a rich and diverse environment, inclusive and supportive of all students, faculty, staff and visitors. For more information, please visit UC San Diego Principles of Community .

UC San Diego is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age or protected veteran status.

For the University of California’s Affirmative Action Policy please visit: https://policy.ucop.edu/doc/4010393/PPSM-20 For the University of California’s Anti-Discrimination Policy, please visit: https://policy.ucop.edu/doc/1001004/Anti-Discrimination

UC San Diego is a smoke and tobacco free environment. Please visit smokefree.ucsd.edu for more information.

Application Instructions

Please click on the link below to apply for this position. A new window will open and direct you to apply at our corporate careers page. We look forward to hearing from you!

Share This Page

Posted : 5/20/2024

Job Reference # : TP129158

JOIN OUR TALENT COMMUNITY

Interested in working at UC San Diego and UC San Diego Health but can't find a position that's right for you? Submit your resume to our Talent Community to be considered for future opportunities that may align with your expertise. Please note, by joining our Talent Community, you are not applying for a position with UC San Diego Campus and Health. Rather, this is an additional way for our Talent Acquisition team to find candidates with specific credentials, if an opportunity arises. You are still encouraged to regularly check back on our career site or sign up for Job Alerts to apply for openings that are a match for your background.

• Career Sites by Recruiting.com

Data Processor 3 – 24141115

May 20, 2024

Job Overview:

This position resides in the  Information Management Bureau of the Department of Revenue . The Information Management Bureau is responsible for: processing paper and electronic payments, returns and correspondence; managing customer information; managing software vendor relations. Our employee values are a central component to our culture and the way we work. We value dependability, integrity, teamwork, and innovation.

In this role as a Lead Data Processor III for the Customer and Payment Management team, you will perform a variety of task. Typical job duties for this position include:

• Lead the team using a positive attitude towards projects, staff and customers
• Handle escalated support issues from customers and staff
• Perform complex financial transactions and reconciliation processes
• Report project status updates and provide decision support information to the team and management
• Ensure and develop business processes that maintain data and processing standards; maintain procedures
• Provide training to new employees, department stakeholders and external customers

The Customer and Payment Management Unit is responsible for:

• Processing electronic, check and cash payments; managing multiple payment and financial systems; and maintaining critical customer information
• The unit consists of data processors and a business analyst, who report to a Unit Manager
• We work in a team environment that collaborates to process large influxes of work throughout the year and at other times work on enhancements and efficiencies

Knowledge of:

• Automated data processing systems
• Records management
• Office operations
• Customer services standards
• Department operations and tax types
• Multi-tasking; organizing multiple tasks
• Accuracy and attention to detail
• Mathematics
• Conflict resolution & customer service
• Compiling & analyzing data from multiple sources
• Identifying & correcting data errors
• Microsoft programs and other data base applications
• Written, verbal, and interpersonal communication

You would be a great fit for this position if you have:

• excellent customer service skills and enjoy working with a variety of people
• an aptitude for learning applications and critical thinking
• strong written and verbal communication skills
• project planning or management experience
• experience using spreadsheets, graphs, and charts
• like building collaboration and cooperation between team members

*This is an incomplete list of job duties. For a complete job description please contact Human Resources at [email protected] or (406) 444-9858.

To be considered for a Department of Revenue position, successful applicants are required to successfully pass tax compliance and criminal background check(s). DOR is an equal opportunity employer. Women, minorities, and people with disabilities are encouraged to apply.

Education and Experience

The minimum level needed  on the first day  of work is

• High School Diploma or GED.
• Four years of experience in data processing and tracking data.
• Preferred work experience includes training or lead worker experience.

Other combinations of education and experience will be evaluated on an individual basis.

*If you have documented postsecondary education, please attach your transcripts to your application for it to be considered in the evaluation process.

Applicant Pool Statement

If another department vacancy occurs in this job title within six months, the same applicant pool may be used for the selection.

Training Assignment Available

This agency may use a training assignment. Employees in training assignments may be paid below the base pay established by the agency pay rules. Conditions of the training assignment will be stated in writing at the time of hire.

Job Overview

Apply For This Position

The Education Donations Portal 2.0 is Now Available!

You may now register to receive donations as a Montana Public School District or Student Scholarship Organization.

For more information on tax credits for qualified education contributions, please see our guide .

Citizen Services Call Center

Contact Us Online

We’re available Monday through Thursday, 9:00 a.m. until 4:00 pm. and Friday, 9:00 a.m. until 1:00 p.m.

Taxpayer Advocate

If you need help working with the department or figuring out our audit, appeals, or relief processes, the Taxpayer Advocate can help.

Payment and Filing Options

Payment options, filing options.

The Department of Revenue works hard to ensure we process everyone’s return as securely and quickly as possible.

Unfortunately, it can take up to 90 days to issue your refund  and we may need to ask you to  verify your return .

We encourage all Montanans to file early and electronically. This is the easiest and most secure way to file and get your refund as quickly as possible.

Remember, we are here to help. Please contact us if you need additional assistance.

Where's My Refund?

The My Revenue portal will no longer be available after July 23, 2021. Department of Revenue forms will be made available on MTRevenue.gov.

If you have records currently saved in My Revenue, we ask you to log into your My Revenue account and download them before July 23, 2021.

Log into My Revenue

We understand COVID-19 impacts all aspects of our community. Throughout this event, we will work hard to keep you updated on the impact COVID-19 has on taxation, alcoholic beverage control, and property assessment.

We serve the people of Montana and are here to help you through this time of crisis.

If you have been impacted by COVID-19 and are facing hardships, we will work with you to find a solution.

To see how other agencies have been impacted by COVID-19 go to COVID19.mt.gov .

We are continually reviewing due dates and deadlines. Please check back regularly or subscribe for COVID-19 updates to receive notifications for future changes.

Information Regarding COVID-19 Stimulus Payments

Stimulus payments are being issued by the IRS.

The Montana Department of Revenue is unable to assist in securing your stimulus payment.

You can check on the status of your COVID-19 Stimulus payment at IRS.gov/Coronavirus/Get-My-Payment .

Subscribe for Updates on COVID-19’s Impact to the Department of Revenue

Other COVID-19 Resources