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35 Awesome Career-Readiness Activities That Teach Soft Skills

Set kids up with the skills they’ll need to succeed in the workplace.

Our vision is to unlock the potential of each learner at every stage of life. At McGraw Hill, we believe that your diverse experiences enrich the way you learn, teach, and grow. See how Career Explorations  introduces students to hundreds of diverse careers and critical soft skills needed to set them on a purposeful path through high school and beyond.

When it’s time for students to start working and/or head to college, they’ll need “soft skills,” otherwise known as career-readiness or job-readiness skills, in addition to academic knowledge and vocational skills.

Soft skills are those characteristics that help you function as an individual (motivation, self-confidence, flexibility) as well as within a group (teamwork, negotiation, respect). These job-readiness skills are key for succeeding in the workplace. After all, if you can’t show up on time, speak up for yourself, or get along with your peers, chances are you’re not going to have a very smooth go of it.

Explicitly teaching students these job-readiness skills is the best way to give them valuable insight into their strengths and weaknesses. We’ve rounded up more than 30 engaging lessons and activities that are not only just right for teaching the job-readiness skills students need, they are also a lot of fun!

1. Use an engaging curriculum for career exploration and readiness

There are so many important things to teach our students before they’re ready to leave high school that it’s daunting to know where to begin. That’s why having strong, trusted resources can make such a difference. McGraw Hill’s Career Explorations program for middle and early high school is an excellent example of such a curriculum. The resources blend occupation and industry content with case studies and real-world, application-based questions and activities to grab students’ attention right from the start. And real-world, industry-specific soft-skills practice questions throughout each chapter expose students to types of challenges they’ll face regardless of what career path they pursue.

Skills they’ll practice:

Collaboration, critical thinking, problem-solving

Explore the program: McGraw Hill Career Explorations

2. Listen and recap

There are so many things competing for kids’ attention in today’s overstimulating world, so learning the simple art of listening can be a difficult task. This one-on-one communication activity will help students practice taking the time to clear their minds, focus, and really listen to what their partner is saying in a way that they can clearly and accurately repeat.

Divide students into pairs. Partner one draws a topic card from a prepared deck and talks about that topic, while partner two listens without speaking. The listener must really focus on simply receiving their partner’s words—not letting their mind wander or think about how they are going to respond. Then, without a rebuttal, partner two recaps what partner one said. Then, they switch roles.

Listening, respect, interpersonal skills, communication

Buy it: Letz Talk Conversation Cards at Amazon

3. Make a game of it

Responsibility isn’t something students develop overnight. It takes lots of practice to show self-control when things don’t go our way, to be accountable for our decisions, to finish what we start, and to keep trying even when we want to give up. Try these five super-fun games (below) that teach responsibility.

Responsibility, flexibility, patience

Learn more: 5 Great Games for Teaching Your Students About Responsibility

4. Serve others

Service-learning projects not only get kids involved in their communities, they help them develop many valuable job-readiness skills that will be assets on the job one day. Team students up to organize a book or food drive, recruit bilingual students to provide translation services, or encourage budding artists to collaborate on a community art event.

Teamwork, respect, time management, responsibility

Learn more: 30 Meaningful Service Learning Projects for Kids and Teens

5. Cultivate critical thinking

Critical thinking is the ability to examine a subject and develop an informed opinion about it. It’s about asking questions, then looking closely at the answers to form conclusions that are backed by provable facts, not just “gut feelings” and opinion. And it’s definitely on the top of most employers’ wish lists for new employees. Click the link below for fun and engaging classroom activities that’ll get your students’ gears turning.

Critical thinking, problem-solving, flexibility, self-confidence

Learn more: 5 Critical Thinking Skills Every Kid Needs To Learn and How To Teach Them

6. Human Marble Run

Working together to meet a goal takes patience and focus. This IRL version of Marble Run will help your students learn job-readiness skills like working together, and they’ll have fun doing it!

Give each member of the team a length of gutter or drainpipe. The team has to transfer a tennis ball or golf ball from one place to another by rolling the ball from one piece of gutter to the next. Make it interesting by making the team get the ball to traverse an obstacle course or to go up and down stairs.

Patience, negotiation, teamwork, communication

7. No-hands cup-stacking challenge

This hands-on group challenge is an exercise in learning job-readiness skills like patience and perseverance, not to mention it’s a total blast!

Decide how many students you want in each group, and tie that number of strings to a single rubber band. Each person in the group holds on to one of the strings attached to the rubber band. As a group, they use this device to pick up the cups (by pulling the rubber band apart and then bringing it back together over the cups) and place them on top of one another in order to build a pyramid.

Critical thinking, problem-solving, teamwork, patience

Learn more: Teamwork Cup Stack

8. Paper bag skits

You never know what life is going to hand to you. This is true at work, school, and in life in general. Sometimes you’re handed a set of circumstances and have very little time to figure out what to do. This fun activity will help teens practice thinking on their feet.

Fill a few paper bags with four or five assorted classroom or household items. Break the teens into groups, and assign each group a bag without showing them what’s inside. Give them two minutes to examine the items in their bag and come up with a skit, using all of the items, for the rest of the class.

Time management, teamwork, flexibility, presentation skills

9. Nurture self-knowledge

Journaling is a powerful tool for creative expression and reflection, but did you know that it can also be an effective way to improve mental health? Recording your thoughts and feelings can be a cathartic form of stress relief, an opportunity to get to know yourself better, and a way to help you feel more grounded and authentic in your beliefs. Try these free writing prompt cards with your middle and high schoolers to help them get started.

Stress management, self-confidence, motivation

Learn more: Deep Writing Prompts at Journal Buddies

10. Foster self-motivation

Self-motivation is one of the key indicators of success in the future. Conversely, lack of motivation leads to big problems not only in school but on the job later on. But how do we teach something that comes from inside? Check out the activities below for some great tips like breaking big dreams into smaller pieces, envisioning a bright future, encouraging students to share their stories, and more.

Work ethic, critical thinking, self-confidence

Learn more: How To Instill Intrinsic Motivation

11. Hold a poetry slam

Slam poetry is a unique performance art that will not only give your students the opportunity to express their thoughts, but build their confidence as well. Slam poems are specifically written to be performed in front of an audience, and topics are often diverse, political, and thought-provoking. Finding your voice and being able to move people with your words are job-readiness skills that can apply to any future endeavor.

Self-confidence, presentation skills, teamwork

Learn more: What is slam poetry and how can teachers use it with students?

12. Team survival challenge

What would happen if your class went out on a pleasure cruise only to end up being lost at sea? Who would take charge? What materials would be essential for survival? If you ever saw an episode of the TV series Lost , you know that making these decisions as a group can get ugly fast. The Lost at Sea activity is a great lesson in group decision-making, as students will undoubtedly have different ideas about what materials to add to a limited list in a limited amount of time.

Critical thinking, negotiation, communication, teamwork

Learn more: Lost at Sea at Insight

13. Start a school garden

A school garden is an amazing, hands-on way to help teach students about responsibility. From planning what to grow and organizing the supplies needed to creating a maintenance schedule and actually getting down and dirty in the garden, it’s a project that requires hard work and perseverance.

Responsibility, teamwork, problem-solving, patience

Learn more: How One School Garden Transformed a Neighborhood

14. Time-management challenge

We all have days when our list of tasks is huge, and the amount of time we have to complete them just isn’t. When time is tight and your agenda is packed, you’ve got to prioritize tasks and work efficiently! This activity gives students the opportunity to practice just that by presenting them with a long list of tasks to complete in a limited time frame.

Make a list of tasks on chart paper, assigning a point value for each job. For example: Do 25 jumping jacks (5 points); make up a nickname for each member of the group (5 points); get every person in the class to sign a piece of paper (15 points); form a conga line and conga from one end of the room to the other (5 points; 10 bonus points if anyone joins you); etc. Make sure you list enough tasks to take up more than 10 minutes.

Divide your students into groups of five or six and give them 10 minutes to collect as many points as they can by deciding which tasks to perform. A debriefing session is essential with this game. Guide your students to think about how they made decisions, which group dynamics came into play, and how they determined the value of each task.

Negotiation, critical thinking, communication, time management

15. Vision boards

Unleash your students’ creativity while simultaneously helping them set goals for the future with a vision board. We don’t frequently take the time to express who we are and what we hope for. Setting aside time to contemplate can motivate teens to think deeply about what they really want in life and also fuel their desire to do what’s necessary in order to reach their dreams.

Self-confidence, motivation, critical thinking

Learn more: Why Teachers Should Create Vision Boards With Their Students at Study All Knight

16. Collaborative contract

This exercise for middle schoolers helps them establish values-based ground rules for a team. Each student takes an index card and lists three values that they believe will promote a sense of community. Team members discuss the values, consolidating them into more precise categories. They write the finalized list on a poster board, with each student signing it. Whenever there is a dispute, the team should refer to the “contract,” which holds everyone accountable.

The purpose of this exercise is to create a safe space to explore ideas by focusing on common language and shared expectations. Additionally, this activity prepares middle-school students for the workplace by emphasizing similarities rather than differences.

Negotiation, communication, listening, respect, team building

17. Zombie apocalypse

In this two-day lesson, students are required to identify soft skills, literary guides, and everyday objects that will help them survive a zombie apocalypse. They’ll work both cooperatively and independently and produce short pieces of persuasive writing to argue in favor of their survival.

Teamwork, interpersonal skills (collaboration), problem-solving

Learn more: Zombie Invasion Plan  at Teachers Pay Teachers (free)

18. Stoke their competitive fire

According to teacher Christine Weis , there’s nothing like a little healthy competition in the classroom. “It motivates students and drives them to put forth their best effort,” she says. “It sparks interest, passion, and ignites a fire within.” Not only can healthy competition build confidence, it can encourage students to learn something new and develop new skills. Try games, puzzles, sports, quiz competitions, team presentations, etc., to motivate your students to reach a higher level.

Motivation, work ethic, problem-solving, self-confidence

Learn more: 7 Motivational Activities for Students from The Homeschool Resource Room

19. The blindfold game

Teens leading one another around in blindfolds? Are we sure this is a good idea? The answer is yes when it’s part of a structured, purposeful job-readiness skills activity like this one!

You’ll need a large space for this activity (maybe the cafeteria after lunch or the gym during an off-period), enough blindfolds for half of the participants, and furniture and other items that you can use as obstacles (cardboard boxes, pillows, chairs, tables). Scatter furniture and objects around the room before the activity begins. Your course should be challenging but safe to navigate.

Pair students and have them line up at one end of the room. One person from each pair should put on the blindfold. The sighted person must guide their partner across the room and give them clear oral instructions (without touching them) to help them avoid the obstacles. When each team reaches the far side of the room, partners can switch roles and repeat the exercise. Have just a few pairs at a time tackle the course so that the others can observe. Take some time between rounds to process what went well, what didn’t, and what could make the challenge easier.

Communication, listening, respect (taking the task and their partner’s safety seriously), flexibility

20. Take a mini crash course

Our teens may almost look like adults, but we have to remember they still have a lot to learn. And sometimes the best way to teach them what they need to know is to just spell it out. This video is a no-nonsense tutorial about some of the job-readiness skills that employers find valuable. Hold a screening, then after the video, have students form breakout groups to talk about what portion of the video they found most helpful and what they need to work on.

Communication, listening, critical thinking

21. Human knot

Nothing promotes job-readiness skills such as cooperation like getting all tangled up with your classmates — literally!

Players stand in a circle and reach out to shake hands with other players, with each hand holding that of a different person, creating a “human knot.” Then the players have to figure out how to untangle their bodies without letting go of each other’s hands. This activity lends itself to a vibrant debriefing session as students observe their communication and cooperation skills.

Teamwork, communication, problem-solving

Learn more: The Human Knot Game

22. Mind your mental health

Managing stress in school (and on the job) is a timely subject. With mental health issues on the rise across the country, it’s critical to teach your students strategies that will help them stay grounded and build resilience. After all, it’s hard to do your best in any endeavor when you’re stressed to the max. Try the empowering activities below to teach students how to manage stress so they can succeed in college, on the job, and in the future.

Self-confidence, problem-solving, leadership

Learn more: 26 Empowering Mental Health Activities for Teens

23. Rope Circle Shimmy

Divide teens into two groups. Each group should have a minimum of five members. To begin play, make a big circle out of rope for each team and put it on the floor. Each member of the team stands at the edges of the circle, so the rope is taut around their ankles, while holding their hands in the air.

Team members must take turns moving to work the rope up from ankles to wrists, keeping hands in the air at all times. The team member will have to wiggle and move to slide the rope up. Other team members can help by keeping the rope as taut as possible. The team that finishes the challenge first wins!

Communication, flexibility, interpersonal skills (cooperation)

Learn more: Looped to Rope

24. Four-card negotiation

Sometimes to get ahead in life, you have to know how to wheel and deal. That’s what this lesson is all about. The objective is for teams to trade and barter for pieces of cards to match up with the pieces they already have and ultimately end up with four complete playing cards.

Start with a pile of playing cards (four cards per team of four or five students). Cut each card diagonally into four pieces and mix all of the pieces together. Now divide the mixed-up pieces evenly among the teams. Give teams a couple of minutes to sort out their card pieces and figure out which pieces they have and which pieces are missing. Set a timer for 10 minutes. The goal of the game is for the students to use their negotiation skills with the other teams in order to gain as many complete cards as possible for their team. At the end of 10 minutes, the team with the most cards wins.

Negotiation, communication, interpersonal skills

25. Pair up with younger kids

Nothing helps teens build responsibility like pairing up with a younger buddy. Being the more mature, more experienced partner in the relationship gives teens the opportunity to share what they know and learn to be a leader. Have your students plan fun activities and special events with their buddies.

Responsibility, leadership, problem-solving, listening, patience

Learn more: 20 Activities To Do With Reading Buddies or Big/Little Buddy Time

26. Blind spelling practice

Weaving soft-skills activities into everyday curriculum is a win for everyone. Enhance your students’ interpersonal skills with this fun spelling activity. Tape letters to each student’s back. Then call out a definition of a word. Students will need to work together to assemble in the right order to spell the word correctly.

Communication, listening, negotiation, problem-solving

Learn more:  Manuel Antonio Noronha

27. Practice small talk

Teenagers aren’t exactly known for their chitchat skills. In fact, for many it is one of the most awkward situations they can imagine being put in. But small talk is considered a foundational job-readiness skill that is important for almost every job, as well as learning to network. Many teens feel awkward speaking with people they’re not used to speaking to and need practice, especially with adults. Try some free conversation starters that will help them practice the “three P’s” of small talk: being polite, positive, and professional.

Communication, listening, self-confidence, patience, respect

Learn more: Conversation Starters on the Job at Realityworks

28. Blind drawing

Try this hilarious activity with your teens. It’s kind of like “telephone” but instead of listening, each person must pay close attention to what is being drawn on their back. Each student in the line gets a blank sheet of paper taped to their back and a marker. The student at the end begins by slowly drawing an image on the person’s paper in front of them. When that person feels what’s being drawn, they try to re-create what they’re feeling on the person of front of them. When the image is complete, have the students take off their papers and compare the results. This activity is a colorful reminder that people often perceive things very differently, so communication is extremely important!

Communication, teamwork, patience

29. Mock interviews

The prospect of going on a job interview can be terrifying to a kid who’s never had a job before. Practicing job-readiness skills like interviewing can help them reduce the fear factor and build their confidence. Pair students up and assign one teen the role of interviewer and one the role of interviewee. Use a set of job interview questions to practice with.

Give each pair 15 minutes, then have them talk about how the interview went. The interviewer may have some valuable insight for the interviewee. Then have the partners switch roles and repeat. After they’ve had practice with their peers, invite a few adults into the room to conduct mock interviews.

Interview skills, critical thinking, self-confidence

Learn more: Job Interview Questions for Teens at Understood

30. Group storytelling

Create small groups of three to eight students. The first person makes up the first line of a story and says it out loud. The second person says, “Yes, and …,” continuing the story. Play continues around the group until everyone has contributed or until the story has come to a satisfactory ending. Since students don’t know what’s coming, they have to learn how to listen carefully and react and communicate well on the fly. As an alternative, to have students listen even more carefully, have them continue the story with the phrase “because …”

Communication, listening, critical thinking, presentation

Learn more: 4 Soft Skills Training Activities at Unboxed Training and Technology

31. Team pen

Sometimes it takes the whole team to produce results. This fun game involves a marker with four to six strings tied to it and a blank piece of paper. The teacher calls out a word and the team has to work together to legibly print the word on the paper. Students will have to think carefully and cooperate with one another to maneuver the pen correctly to write the word.

Communication, teamwork, patience, critical thinking

32. Hold group brainstorming activities

When you assign a project (individual or group), instead of laying out all the options, gather students into small groups to brainstorm topics, strategies, and procedures. When they decide the parameters of their work, they will be more invested in the outcome.

Teamwork, work ethic, communication skills, critical mindset

Learn more: Soft Skills Activities for High School Students

33. Encourage peer review

As often as possible, allow students to both give and receive feedback from classmates on their work. Of course, receiving (and giving) constructive feedback may feel uncomfortable at first. But as the practice becomes part of their regular routine, students will learn the value not only in the classroom but also, one day, on the job.

Critical thinking, confidence, communication

Learn more: 7 Soft Skills for High School Students at College Transitions

34. Play games

Oftentimes teens learn best when they are at play, especially if the chosen activity is especially engaging and fun. There are oodles of games (see link below) that foster trust and establish a safe place for learning. In addition, teens actually enjoy a break from the mundane and time to “play games” instead of work, work, work all the time.

Communication, team building, conflict resolution, problem-solving, collaboration

Learn more: 25 Games To Help Teens Learn Social Skills at A Day in Our Shoes

35. Practice with concentric circles

Choose a discussion topic ahead of time. Set up two concentric circles of chairs. Participants in the center circle sit as “talkers,” while those in the outer ring sit as “watchers.” For the first round, talkers address the topic while the listeners take notes. For the second round, students change places and roles.

Collaboration, listening skills, speaking skills, focus

Learn more: 10 Best Soft Skills Games for Efficient Training at Outsource Accelerator

Be sure to visit McGraw Hill’s Career Explorations page for more information about their career and technical education resources for middle and high school.

If you liked these activities that teach job-readiness skills, check out these “would you rather” questions to get teens thinking about their future careers., you might also like.

5 Great Games for Teaching Your Students About Responsibility

Your students will have fun becoming more responsible young people. Continue Reading

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What Every Job Seeker Should Know About Work Assignments During the Interview Process

You’re progressing well through an interview process, and you think you’re close to landing that coveted offer, when the employer says, “One more thing—we have a little homework for you.”

This tactic is used by a lot of companies (especially startups), and with good reason: The hiring manager gets a firsthand look at your approach, creativity, quality, turn-around speed, and communication and presentation style and can gauge how serious you are about the position.

If you really want that job, your instinct will likely be to put your best foot forward and provide the most fabulous project the employer has ever seen. But there’s something else to consider: You may end up putting in many hours of work, creating an awesome deliverable—and at the end of it all, still not getting the job. There’s even a chance that the company will take the ideas you labored over for its own benefit, and you’re left not only without an offer, but without compensation for all that hard work.

It’s happened to me: Once, at the end of a second round interview, a hiring manager asked me for a list of quick-hit ideas on increasing user engagement for his consumer website. I spent almost half a day coming up with a list of 10 great ideas, including many examples from other sites. After I proudly sent over my recommendations, I didn’t hear from the company for over two weeks. When I finally got a response, he thanked me for all my hard work and said that the company decided not to pursue the position at this time due to “internal matters.”

Who knows if this really was the case; but to my surprise, I noticed a handful of my ideas were actually implemented within the next few months on their site. Maybe these were ideas already in motion and my assignment only confirmed what was planned, but I couldn’t help but feel that I had been somewhat “used” and regretted putting so much time and effort into this homework.

While there are times you may want to go to the moon and back for a job , it’s also important to be careful how you approach these homework assignments—especially if you’re investing your time into applying to multiple jobs. Here are some tips on how to handle this tricky situation.

1. Understand General Goals and Expectations

First, it’s important to get a sense of how this assignment will factor into the overall evaluation of your candidacy. Is this the final hurdle before the job offer? (It should be.) How will this be weighed with other elements of your interview? (You should get some positive reinforcement that the company’s very interested and just wants to get a sense of how you work.) How long will the assignment take? (Being asked to spend more than 2-3 hours on an assignment before getting hired is bordering on disrespect.)

Don’t be afraid to ask questions like, “Can you help me understand how this assignment will be evaluated?” “Are you looking more for big-picture ideas, or a detailed look at my recommendations?” “Roughly how much time do you recommend I put into this assignment?” It’ll help you understand what the company is looking for and how much time you’re willing to put forth.

2. Ask for Data

Next, remember that you have every right to ask for information that’ll help you better tackle the assignment and not start from scratch (if you were hired, that’s what you’d obviously do , right?). So, put some onus on the company to provide relevant data. For example, if the company is asking for your ideas on potential partners, ask questions that’ll point you in the right direction, like, “Who are your current partners?” “What types of partners are you currently pursuing?” “What are the key metrics that define a successful partnership?”

And if the company doesn’t provide any more information? Do your best, but also make sure you express where you’ve made assumptions based on lack of information—e.g., “Without knowing what your current metrics for successful partnerships are, I’ve made suggestions for partners that will boost both brand awareness and website traffic. Obviously, if the company has different goals, I would be able to adjust these recommendations.”

And then don’t worry—if the hiring manager doesn’t offer it, he or she will understand that you’re operating under lack of information and history.

3. Outline Main Points, Only Tease the Details

More often than not, the primary reason companies dole out homework is to get a better sense of your thought process, as well as how you structure and convey your thoughts and ideas. There’s not necessarily a “right” answer, nor is there a need to get way down in the weeds.

So, don’t stress about providing a ton of information—just outline the main points (bullets and numbered lists usually work well). You can tease out more details as you’re talking through your assignment in the interview without having to write down your specific plans and fully fleshed out ideas. Remember: You don’t want the hiring manager to have the blueprints for your fabulous ideas—you want him or her to hire you so that you can be the one implement them!

4. If You’re Worried, Get an NDA in Place

Depending on the type of job function and level you’re interviewing for, it may not be a bad idea to request a non-disclosure agreement. If there is any confidential information you do not want shared widely, your assignment involves using data from your current employer, or you just have a nagging concern that the company may steal your best ideas, take a precaution and get a simple mutual NDA executed (many template NDA forms are available online for download). Don’t make it too legally formal—the company may get turned off by this move—just let the hiring manager know you just want to make sure things stay confidential and you’d be more comfortable providing details with a simple NDA in place. If he or she refuses to sign, this may be another warning flag.

Knocking a homework assignment out of the park can be an amazing chance to show you’re the best candidate of the bunch, but you never want to get in a situation where you’re wasting your time or being used for free labor. Follow these guidelines, and you’ll be able to present a great deliverable while making sure you’re spending your time and effort the right way.

Photo of man working courtesy of Shutterstock .

Assignment Of Employment Agreement

Jump to section, what is an assignment of employment agreement.

An assignment of employment agreement is a contract between an employer and employee that give employees rights in inventions they make. This agreement applies to inventions made while employeed with the contracted company and is meant to entice employees to come on board with the company. Since these agreements are so crucial in ensuring an employee's intellectual property is protected, employers place a special emphasis on the wording of these agreements.

The purpose of the agreement is to ensure the contracted company has the rights to use inventions of the employee without risk of legal retaliation.

Common Sections in Assignment Of Employment Agreements

Below is a list of common sections included in Assignment Of Employment Agreements. These sections are linked to the below sample agreement for you to explore.

Assignment Of Employment Agreement Sample

Reference : Security Exchange Commission - Edgar Database, EX-10.26 28 f8k0210ex10xxvi_envision.htm ASSIGNMENT OF EMPLOYMENT AGREEMENT, DATED FEBRUARY 10, 2010, BY AND BETWEEN CASITA ENTERPRISES, INC., ENVISION SOLAR INTERNATIONAL, INC. AND ROBERT NOBLE , Viewed September 19, 2022, View Source on SEC .

Who Helps With Assignment Of Employment Agreements?

Lawyers with backgrounds working on assignment of employment agreements work with clients to help. Do you need help with an assignment of employment agreement?

Post a project  in ContractsCounsel's marketplace to get free bids from lawyers to draft, review, or negotiate assignment of employment agreements. All lawyers are vetted by our team and peer reviewed by our customers for you to explore before hiring.

ContractsCounsel is not a law firm, and this post should not be considered and does not contain legal advice. To ensure the information and advice in this post are correct, sufficient, and appropriate for your situation, please consult a licensed attorney. Also, using or accessing ContractsCounsel's site does not create an attorney-client relationship between you and ContractsCounsel.

Meet some of our Assignment Of Employment Agreement Lawyers

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After receiving my undergraduate degree in economics from Stanford, and my law degree from UCLA, I practiced in California for eight years before moving to Oregon in 1991. I am primarily a trial lawyer with over 50 jury trials, emphasizing personal injury, professional malpractice, construction, and employment law, but in the course of that practice have reviewed and drafted hundreds of releases, indemnification agreements, employment agreements, and construction agreements.

My name is Elexius. I’ve been practicing since 2016. I began my career doing defense work for insurance companies. I handled worker’s compensation cases, insurance subrogation claims and a number of related employment issues including wage and hour disputes, resignation, termination and release of claims. I also handled employee contract matters and revised contracts as needed for my clients. In my current role I draft contracts and related agreements, including cease and desist, letters of understanding, and various notices. I also handle contractual interference issues.

Drishti Law is devoted to assisting clients identify and protect their competitive advantage by establishing a capitalization strategy that adapts to their needs. Our expertise focuses on developing competent asset management strategies for innovators, creators, startups, and businesses. Additionally, navigating the current IP trends require a seamless experience that is personable and reflective of your goals. The principal attorney, Sahil Malhotra, founded Drishti Law because of his deep passion and ever-evolving interest in Intellectual property and Data Privacy. We take a holistic approach in balancing the risk and rewards as it relates to the development, management, and capitalization of your assets. Our ability to implement complex litigation and prosecution services permits effective execution of trademark, trade secret, copyright, and data privacy for individuals and businesses. It begins with creating a client-centric environment that develops trust through efficient decision making and instituting creative solutions.

I am an attorney admitted in New York and New Jersey with 21 years of law firm and in-house, complex litigation, appellate, and counseling experience. I am admitted in the New York U.S. District Courts and several U.S. Courts of Appeals. I have handled white collar litigation and other complex litigation matters. I have extensive insurance coverage, antitrust, contract, and internal investigations experience, and securities law and financial-services litigation experience. I was a candidate for the U.S. Senate in New Jersey 2011.

Wilberforce A.

Wilberforce Agyekum is an attorney with 16 years of experience practicing in areas of contracts, immigration, and criminal law. Wilberforce received a Bachelor of Science degree from Washington Adventist University, and Juris Doctorate from Seattle University School of Law.

I have been practicing law since 2010 focusing on estate planning, probate, corporate & business, and family law matters. Prior to the practice of law, I had extensive experience as a financial advisor, business consulting, and information technology.

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10 Common Job Interview Questions and How to Answer Them

• Vicky Oliver

Use this guide to stand out from the crowd and land the role you want.

Interviews can be high stress, anxiety-driving situations, especially if it’s your first interview. A little practice and preparation always pays off. While we can’t know exactly what an employer will ask, here are 10 common interview questions along with advice on how to answer them. The questions include:

• Could you tell me something about yourself and describe your background in brief? : Interviewers like to hear stories about candidates. Make sure your story has a great beginning, a riveting middle, and an end that makes the interviewer root for you to win the job.
• How do you deal with pressure or stressful situations? : Share an instance when you remained calm despite the turmoil. If it’s a skill you’re developing, acknowledge it and include the steps you’re taking to respond better to pressure in the future.
• What are your salary expectations? : Before you walk in for your first interview, you should already know what the salary is for the position you’re applying to. Check out websites such as Glassdoor, Fishbowl, or Vault.com for salary information. You could also ask people in the field by reaching out to your community on LinkedIn.

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Resignation numbers have remained abnormally high in the U.S. between July 2021 and October 2021, with millions of Americans quitting their jobs  — which also means there are millions of new openings up for grabs. If you’re entering the market for the first time, or just looking to make a change, use this guide to prepare for your next interview.

• Vicky Oliver is a leading career development expert and the multi-best-selling author of five books, including  301 Smart Answers to Tough Interview Questions , named in the top 10 list of “Best Books for HR Interview Prep.” She’s a sought-after speaker and seminar presenter and a popular media source, having made over 900 appearances in broadcast, print, and online outlets.    

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Patent Assignments in Employment Agreements – a Sometimes Overlooked, but Always Important Component

• November 16, 2021

By: Peter C. Lando and Thomas P. McNulty

With assistance from summer intern Tyler Gruttadauria

Businesses, of course, have a strong interest in owning intellectual property created by their employees. Intellectual property—patents, copyrights, and other confidential and proprietary information including trade secrets—is often the most valuable asset a business can own, so it is important to ensure that employee developments and inventions belong to the employer. In the United States, inventions presumptively belong to the inventor, and any transfer of ownership (“assignment”) must be in writing to be effective. Rather than requiring employees to sign assignment agreements for each patent application filing, employers sometimes rely on employment agreements and handbooks to establish ownership in intellectual property created by an employee. Employers often provide employment agreements with assignment clauses that are intended to give the employer rights in inventions made by the employee during the period of employment. These assignment clauses are often treated as mere boilerplate, yet the precise wording of these clauses can have major impacts on the effectiveness and limitations of any assignment.

Ensure that you have an Assignment and not a mere promise to assign

When drafting an agreement to have an employee assign future inventions, it is vital that the language used in an assignment clause states a present-tense, actual assignment. Phrases such as “hereby assign,” “agrees to grant and does hereby grant,” or that inventions “shall belong” to the employer and employee “hereby conveys, transfers and assigns” have been deemed by the courts to be effective to transfer ownership of a future invention without the need for any subsequent agreement. Ownership effectively transfers immediately, once the invention has been made. Assignment clauses that use future tense language, on the other hand, generally will require an additional agreement to result in a transfer of ownership of the invention, and any intellectual property (“IP”) covering the invention. Terms such as “will assign,” “agree to assign,” “will be assigned,” and the like, have been found by numerous courts to constitute nothing more than a promise or contract to assign an invention in the future, but not to serve as an actual assignment.

In addition to the wording used in the assignment clause, the language of any carve-outs should also be scrutinized. Agreements may contain a carve-out clause to exclude a new employee’s prior inventions from being assigned, or to prevent assignment of inventions unrelated to the employee’s work from being swept into the assignment provision. A broad, non-specific carve-out clause may prevent an employee agreement from automatically assigning inventions of that employee, even where the assignment clause includes the proper “hereby assign” type of language, because this leaves open the possibility that an invention is not subject to the assignment clause. This contrasting language may create an ambiguity in the employment agreement that subjects it to construction under state law, which in turn may allow for the employee to introduce extrinsic evidence, such as conversations that took place during employment negotiations, to defeat the automatic assignment. While patent assignment provisions are governed by Federal Circuit law, resolution of contractual ambiguities is governed by state law, which varies considerably regarding the admissibility of such extrinsic evidence.

Failure to obtain an automatic assignment can have negative consequences

An assignment clause that is deemed ineffective to automatically transfer ownership of an invention can create significant problems for an employer. In such circumstances, a business would not have standing to bring a patent infringement suit until it has taken the necessary steps to obtain a valid assignment. This may require the filing of a breach of contract claim against the employee to require fulfillment of the contractual obligations, including execution of assignment documents. In the interim, infringers could continue practicing the invention; and if the infringing activity has gone on long enough, the six-year statute of limitations may prohibit full recovery of damages. Further, if an inventor/employee has made only a promise to assign, and instead transfers ownership to a third party who lacks knowledge of the assignment obligation, that second transfer of ownership may well prevail, leaving the original employer with no exclusionary rights at all.

Ineffective assignment provisions can affect more than just litigation. Businesses and investors typically conduct IP due diligence when entering into transactions involving the investment in or sale of IP assets, company divisions or entire entities, and any weaknesses in assignment provisions may affect the perceived value of the IP assets and/or business being considered.

Do not count on the “Hired-to-Invent” doctrine to result in ownership of employee inventions

Some employers do not require employees to sign an agreement containing an assignment of inventions because they believe that they automatically own inventions that they paid someone to create. Under the “hired-to-invent” doctrine, this will only occasionally be correct. Employees or contractors hired (and paid) specifically to create a particular invention or to solve a particular problem may be deemed to have implicitly assigned their rights in the invention to the employer. This is a highly fact-based determination, however, and applies only to inventions created in response to the specific thing the employee was hired to do. A mere title of “researcher” or even “inventor” will not, standing alone, suffice to ensure ownership of inventions by the employer. Further, until a court has ruled one way or the other, an employer relying on this doctrine will not have any certainty in its rights to the invention. Should the court rule against the employer, it would lose the exclusionary rights it believed it possessed and may face an infringement lawsuit from the employee or anyone to whom the employee may have assigned the invention/patent rights.

Absent an effective assignment, an employer may obtain limited “shop rights” in inventions made using the employer’s time, materials, facilities or equipment. Shop rights take the form of an implied license to practice the invention, precluding the employee from obtaining damages or injunctive relief on a patented invention. Shop rights are limited, however, and do not allow the employer to prevent others from competing by practicing the invention. Further, shop rights cannot be transferred via license or assignment, effectively devaluing the IP assets and, perhaps, the company.

Other Considerations

In addition to having the proper “hereby assign” language, employment contracts should ensure that inventions , rather than just patents or patent applications, are subject to the assignment clause. Language stating that all inventions, improvements, discoveries, and the like, whether or not patentable or copyrightable, are subject to the assignment, ensures that information that could be protected through other regimes, such as trade secrets, automatically become the property of the employer.

Intellectual property has taken on an ever-increasing role in determining the value of a business. A company’s ability to develop and protect its intellectual property is a key factor in its future success. Given this, it is important that businesses recognize that assignment provisions of employment agreements are not mere boilerplate, but instead may be one of the most important legal provisions that ultimately can impact not only an employment arrangement, but the value of the business itself.

• Peter C. Lando
• Thomas P. McNulty

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Summary of Reassignment

This summary of reassignment covers the following topics:

• Learning About Reassignment
• Definition of Reassignment
• The Agency's Right to Reassign
• Reassignment Without Regard to RIF Retention Standing
• Separation After Declining Geographic Reassignment
• Qualifications and Reassignment
• Relocation Expense Allowances
• Additional Information from the Agency
• Additional Information from OPM

1. Learning About Reassignment

The reassignment regulations give an agency extensive flexibility in reassigning an employee to a different position.

This summary covers the procedures in the reassignment regulations. With this summary, employees, managers, union representatives, and others will have an overview of both the agency's and employees' rights in a reassignment situation.

The appropriate human resource office (HRO) in the agency can provide additional information on specific questions relating to reassignment policies, options, and entitlements.

2. Definition of Reassignment

The regulations published in section 335.102 of title 5, Code of Federal Regulations (5 CFR 335.102) cover reassignment of competitive service employees, while the regulations published in section 302.102(a) (5 CFR 302.102(a)) cover reassignment of excepted service employees.

Section 5 C.F.R. 210.102(b)(12) of the regulations defines reassignment as:

". . . a change of an employee, while serving continuously within the same agency, from one position to another without promotion or demotion."

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3. The Agency's Right to Reassign

An agency may reassign an employee when:

The agency has a legitimate organizational reason for the reassignment; and

The vacant position is at the same grade, or rate of pay (i.e., if the movement is between pay systems such as from a General Schedule position to a Federal Wage System position), as the employee's present position.

The agency's right to direct reassignment includes the right to reassign an employee from a special rate position to a non-special rate position at the same grade, or to a position with less promotion potential than the present position. (Reassignment to a position with more promotion potential than the present position requires competition under the agency's merit staffing plan.) The position to which the agency reassigns an employee may be located in the same or a different geographic area (e.g., reassignment from Houston to Washington, DC).

4. Reassignment Without Regard to RIF Retention Standing

An agency may reassign an employee without regard to the employee's reduction in force retention standing, including an employee's veterans' preference status. A reassignment to a vacant position at the same grade is not a reduction in force action even if the agency abolishes the employee's former position

At its option, an agency may adopt a policy to select employees for reassignment on the basis of considerations such as retention standing, total service with the agency, length of time in a position or in the organization, etc. Again at its option, an agency may canvass its employees to determine whether an individual employee would prefer reassignment to a specific location, a new organization, and/or to a position with different duties and responsibilities.

5. Separation After Declining Geographic Reassignment

The agency must use the 5 CFR part 752 adverse action regulations when separating an employee who declines a directed reassignment to a position in a different geographic area.

An employee who is removed by adverse action for declining geographic relocation is potentially eligible for most of the benefits that are available to a displaced employee separated by reduction in force (e.g., intra- and interagency hiring priority, severance pay, discontinued service retirement, etc.).

An employee who declines reassignment to a position in the same geographic area as the present position (e.g., from an Atlanta position to a different Atlanta position) is not eligible for any career transition assistance or other benefits.

6. Qualifications and Reassignment

The agency's basic right to reassign an employee is based, in part, on the agency's determination that the employee is qualified for the position to which the employee will be reassigned.

An agency may also reassign an employee to a position if the agency modifies or waives qualifications for the vacant position, consistent with OPM's requirements for these actions.

7. Relocation Expense Allowances

An employee is generally eligible for relocation expense allowances for a directed reassignment that requires relocation to a different geographic area

The General Services Administration (GSA) publishes its Federal Travel Regulation (FTR) in 41 CFR subpart F. The complete FTR and other relocation-related information are available on GSA's website at  www.gsa.gov .

8. Additional Information from the Agency

The agency's human resources office (HRO) can provide both employees and managers with additional information on OPM's reassignment regulations. The HRO can also provide information on potential benefits, such as eligibility for:

• Career transition assistance
• Separation incentives (if available)
• Rehiring selection priority
• Severance pay
• Unemployment compensation
• Relocation allowances.

9. Additional Information from OPM

OPM provides additional restructuring information on the OPM website at  www.opm.gov .

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Pre-employment testing: a selection of popular tests

Pre-employment tests provide an objective measure of a candidate's qualifications, skills, and suitability for a role. They can assess technical knowledge, integrity, cognitive ability, personality traits, emotional intelligence, specific skills, and physical ability. These tests can help make informed hiring decisions and improve the quality of hires.

Nikoletta holds an MSc in HR management and has written extensively about all things HR and recruiting.

Learn the strengths and limitations of the 7 most popular tests and how to best use them in your recruiting efforts.

Many companies use graphology (handwriting analysis) when hiring. But graphology hasn’t been proven to predict job performance any more than crystal balls or star signs. So long as companies don’t rely in pseudoscience, pre-employment testing can help them make better hiring decisions.

Of course, you should use pre-employment screening with caution . A well-developed test can shed ample light on candidate fit and suitability. But the wrong test can hurt candidate experience and impede your decision-making.

Here are seven common pre-employment tests that can help you make better hiring decisions:

What are the most common types of pre-employment tests?

The whole hiring process is a test for candidates. But in this context, pre-employment testing refers to standardized tests.

1. Job knowledge tests

Job knowledge tests measure a candidate’s technical or theoretical expertise in a particular field. For example, an accountant may be asked about basic accounting principles. These kinds of tests are most useful for jobs that require specialized knowledge or high levels of expertise.

Limitations

A job knowledge test doesn’t take into account a very desirable attribute: learning ability. A candidate may have limited knowledge but be a fast learner. Or they may know a lot but be unable to adjust to new knowledge and ideas. Plus, there’s always a gap between knowing something in theory and applying it in practice.

2. Integrity tests

The story of pre-employment testing began with integrity tests . They can help companies avoid hiring dishonest, unreliable or undisciplined people. Overt integrity tests ask direct questions about integrity and ethics. Covert tests assess personality traits connected with integrity, like conscientiousness.

If carefully constructed, integrity tests can be good predictors of job performance . Plus, they’re less biased than other tests, as few differences have been spotted between people of different age groups or race .

Candidates faking answers is always a concern. Especially with overt integrity tests. If a candidate is asked whether they ever stole something, how likely are they to answer yes? If they did, they’d be (paradoxically) honest enough to tell the truth. Employers should consider the fact that people can repent and change.

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3. Cognitive ability tests

Cognitive ability tests measure a candidate’s general mental capacity which is strongly correlated to job performance . These kinds of tests are much more accurate  predictors of job performance than interviews or experience. Workable uses a General Aptitude Test (GAT) which measures logical, verbal and numerical reasoning.

As with any cognitive ability test, practice can improve test takers’ scores. Also, cognitive ability tests are vulnerable to racial and ethnic differences , posing a discrimination risk. Use multiple evaluation methods and don’t base hiring decisions on these tests alone. Just use the results as a guide.

4. Personality tests

Personality assessments can offer insight into candidates’ cultural fit and whether their personality can translate into job success. Personality traits have been shown to correlate to job performance in different roles . For example, salespeople who score high on extraversion and assertiveness tend to do better. The Big five model is popular. Motivation tests are also personality assessment tests, used more frequently by career guidance counsellors in schools.

Social desirability bias plays an important role in self-reported tests. People tend to answer based on what they think you want to hear and end up misrepresenting themselves. Make sure the test you choose is designed to catch misrepresentations . Some candidates might also find personality questionnaires invasive, which could hurt candidate experience. So, be careful how and when you use them.

5. Emotional Intelligence tests

Emotional Intelligence (EI) refers to how well someone builds relationships and understands emotions (both their own and others’). These abilities are an important factor in professions that involve frequent interpersonal relationships and leadership . In general, tests that measure EI have some predictability of job performance .

People don’t always tell the truth when reporting their own EI abilities. You can ask experts or observers to give their input but be prepared to spend more money and time in the process.

6. Skills assessment tests

Skills assessments don’t focus on knowledge or abstract personality traits. They measure actual skills, either soft skills (e.g. attention to detail) or hard skills (e.g. computer literacy). For example, a secretarial candidate may take a typing test to show how fast and accurately they can type. Other examples include data checking tests, leaderships tests, presentations or writing assignments.

Skills assessment tests are time-consuming. Candidates need time to submit work or give presentations. Hiring managers also need time to evaluate results. You can use skills assessments during later stages of your hiring process when you have a smaller candidate pool.

7. Physical ability tests

Physical abilities tests measure strength and stamina. These traits are critical for many professions (like firefighting). So they should never be neglected when relevant. By extension, they’ll help reduce workplace accidents and worker’s compensation claims. And candidates won’t be able to fake results as easily as with other tests.

Sometimes physical ability tests may resemble medical examinations that are protected under the Americans with Disabilities Act. If you’re not careful, you could face litigation. You should also allow for differences in gender, age and ethnicity when interpreting your candidates’ results, for the same reason.

Related :  17 effective candidate sourcing tools

How much should tests count?

Tests are a useful way to sift through candidates, helping you to disqualify people who don’t meet your minimum requirements. But, what happens if a candidate scores exceptionally high on a test? Should you rush to hire them? Well, maybe.

If a candidate meets every other criteria, then a stellar test result could be the final push towards a hiring decision. But relying too much on a score isn’t a good idea . The best hiring decisions consider many aspects of a candidate’s personality, behavior and skills. It’s better to use multiple tests, developed and validated by experts. View the results as one of many dimensions that can influence your hiring decision.

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What’s Next? Preparing for the End of Your Temp Placement

You had a great time working on your assignment. But alas, all good things must come to an end.

So…what’s your next move?

Depending upon your situation, there are specific actions you should take as your assignment winds down. By being proactive and communicating effectively, you can get the most from your temping experience and achieve your goals:

If you would like to be placed on another assignment:

As soon as you know your assignment end-date, let your staffing coordinator know that you’ll be available for redeployment. The sooner your coordinator knows your availability, the sooner they can get to work on finding your next opportunity. This step is particularly important if you want to avoid gaps in employment and earn a steady paycheck.

You should also search jobs on your staffing agency’s job board . If you find a great opportunity you’d like to be considered for, follow your staffing firm’s procedures for applying.

If you are looking for a direct-hire position:

Be sure your staffing coordinator and your assignment supervisor know that you want a direct job.  Most temporary and contract positions are designed to end at some point. So, if you want to be considered for a direct-hire position with the company where you’re on assignment, you should take it upon yourself to communicate your intentions regularly.

If you struggled with your assignment:

Your staffing coordinator wants you to enjoy your work as a field associate; it’s their job to place you in assignments that complement your skills, needs, personality and career goals. If, for some reason, you had a difficult time while on assignment, share your concerns with your coordinator. By providing constructive feedback, your coordinator can do a better job of presenting future opportunities that are a great fit.

General tips:

As you approach the end of your assignment, follow these best practices to maximize the value of your temping experience:

• Thank your assignment supervisor. Leave a great impression by thanking your manager for the opportunity to work there. Recap the things you learned and the high points of your assignment. By parting ways on professional terms, you build your network and improve your job prospects.
• Say goodbye to the people you worked with. Assignment co-workers can become valuable connections in your career network. You never know who will connect you with your next job, so be cordial when parting ways. If appropriate, connect with them on social media to keep in touch.
• Update your resume. With each new assignment, you’ll gain job skills and may take on new responsibilities. Add those to your resume while they’re fresh in your mind and be sure to forward the updated version to your staffing coordinator. This step will ensure you’re considered for higher-level assignments, and that your resume is ready to submit whenever an opportunity arises.

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• 6 Inspiring Equal Opportunity Employer...

6 Inspiring Equal Opportunity Employer Statement Examples [+ Guide to Craft Your Own]

What is an equal opportunity employer statement? 

The benefits of an equal opportunity employer statement

• Shows commitment to DE&I . Glassdoor research finds that 76% of candidates consider whether an employer is committed to DE&I before accepting a job offer. Although equal opportunity statements differ from diversity statements , they’re an important way to introduce your stance as an equitable and inclusive employer. 
• Fills vacancies faster . Textio research reveals that companies with an equal opportunity statement in their job ads fill vacancies 6% faster than those without.    
• Enhances your employer brand . Your EOE statement (and anywhere you include it) is a critical touchpoint that creates a positive impression about the company as an employer. 69% of job seekers would reject a job offer from an organization with a negative employer brand, even if they were unemployed, so your EOE could be the deciding factor. 
• Improves employee morale. Your statement is a benchmark for how you expect your employees to behave, reassuring individuals they can bring their whole selves to work without their colleagues discriminating against them . 
• Meets legal requirements . The organization may be subject to local or federal laws depending on your location. For example, it is illegal for US companies with 15+ employees to discriminate against an employee or job candidate based on race, gender identity, pregnancy, or various other protected characteristics. The Equal Employment Opportunity Commission enforces these regulations. 

Equal opportunity employer statement examples

1. asana , why this statement works, how to elevate your statement, 2. scholastic , 3. atlassian , 4. moody’s , 5. nintendo , 6. loom .

9 Steps to create a powerful equal opportunity employer statement 

• Step 1: Review legal requirements. Begin by consulting with your compliance and legal team to ensure your statement meets all applicable requirements based on your company size and location. 
• Step 2: Define what your equal opportunity statement encompasses . Explain which protected classes it refers to, such as race, gender, or religion. 
• Step 3: State what “equal opportunity” means to your company. Go into granular detail about this broad term and which aspects of the employee lifecycle it refers to. For example, recruitment, promotions, compensation, learning and development, succession planning, performance management, and termination decisions. 
• Step 4: Use clear and consistent language. Avoid using legal jargon that may baffle or bore some employees or applicants. Ensure your message is consistent with language used in your job ads, social profiles, and company careers pages.
• Step 5: Be transparent. Offering equal opportunities as an employer is an ongoing and imperfect process. Take ownership of your mistakes and list how you actively strive to build a more equitable workplace. 
• Step 6: Enable support to accommodate. Demonstrate how you plan to support job seekers with disabilities or religious beliefs that would prevent them from following your typical application. Dr. Laura Bogardus , TEDx Speaker and Consultant, explains, “Most accommodations cost nothing, but those that do typically cost $500 or less.”
• Step 7 : Incorporate your company values. Describe how your statement aligns with your overall mission and what it means to be a part of your organization. 
• Step 8: Link back to your statement. Proudly display it on your careers pages, job board ads, employee handbook, onboarding and orientation documentation, and anywhere else relevant to your organization. Ensure these communications systems are fully accessible for those with disabilities so your message is never lost. 
• Step 9: Collect feedback. Understand how well your statement resonates with your workforce, job candidates, and key organizational stakeholders. What do they like, and what could you explain differently or in more detail? Does it strike the right tone? 

Update your equal opportunity statement as your company culture evolves 

Key takeaways.

• Comply with regulations: Always check your legal obligations in terms of the messaging you use and where you post it. 
• Customize your message: Even if you work from a template, don’t be afraid to speak from the heart and inject some personality into your statement to bring it to life. 
• Provide examples : Walk the talk by describing how you support employees and applicants as an equal-opportunity employer. 
• Adjust your statement. Stay relevant and in alignment with your current company culture by regularly reviewing and modifying your message. 

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How to prioritize tasks: 10 task prioritization techniques

Use these task prioritization techniques to help you identify your most important work..

There's never enough time to do everything you want to do. It's a universal problem. And we all accept that fact and live with its reality until the worst-case scenario rears its ugly head: there's not enough time to do everything you have to do.

When everything on your to-do list feels like it's of crucial importance (or when someone you answer to feels that way), use one or more of these prioritization techniques to help you identify your most important task and get work done.

What is a prioritization technique?

A prioritization technique helps you make informed decisions about the order you should complete your tasks based on different factors like their importance and due dates. With a list of prioritized tasks in hand, you have a shield to respectfully push back against unnecessary meeting invites and last-minute requests. 

For example, when stakeholders would approach my teammates with "urgent" requests, we would show them our prioritized task list and ask, "What should we cut in order to accommodate this request?" After seeing the importance of the other things on the list, urgent requests often suddenly became much less urgent.

But prioritization techniques aren't limited to regaining control over workplace tasks. They're also useful for managing competing priorities from your family, friends, and even that part of your brain that's always on the lookout for side projects.

Task prioritization techniques

1. Priority matrix

The priority matrix technique consists of distributing your tasks across a four-quadrant matrix like the one shown below. The x-axis represents one value, and the y-axis represents another. Each quadrant, then, represents priority based on the defined values.

There are infinite ways you could organize your priority matrix. Here are popular priority matrix examples to get you started.

Eisenhower matrix

With the Eisenhower matrix, the x-axis represents urgency while the y-axis represents importance , leaving you with the following categories (from the top-left going clockwise):

Important and urgent tasks are your top priorities.

Urgent but not important tasks are ones that must get done but can be delegated to someone else. 

Not urgent or important tasks are probably unnecessary distractions. 

To use it, evaluate each task based on its urgency and importance, and then place the task in the corresponding quadrant.

By placing each task on your list into a quadrant on the Eisenhower Matrix, you can determine what needs to be done now, what you can save for later, what's worth delegating, and what you can scratch out altogether.

Impact effort matrix 

In the impact-effort matrix, the x-axis represents impact, and the y-axis represents effort . So you'll have a matrix with the following quadrants (from top-left going clockwise):

High effort, low impact 

High effort, high impact 

Low effort, high impact 

Low effort, low impact 

To distribute your tasks accordingly, evaluate how much effort each one will take and the impact completing it will have. Any tasks in your Low effort, high impact quadrant are your top priorities, followed by ones in your High effort, high impact quadrants. 

If you have a lot of tasks in these two quadrants, consider working on one or two from your Low effort, high impact quadrant. The sense of accomplishment from checking off these quick wins might give you that much-needed boost to tackle the rest.

Cost value matrix 

In the cost-value matrix, the x-axis represents cost, and the y-axis represents value , leaving you with the following groupings (from top-left going clockwise): 

High value, low cost

High value, high cost 

Low value, high cost

Low value, low cost

Evaluate how much your task will cost (in terms of time) and the value it'll provide. Tasks in your High value, low cost quadrant are your quick wins, while ones in your Low value, high cost are tasks you should probably avoid. 

2. MoSCoW prioritization method 

The MoSCoW method is a simple technique for prioritizing tasks where you assign every task on your to-do list to one of four categories:

M – Must do : M tasks are things you absolutely have to do.

S – Should do : S tasks are things you should do, but they're a lower priority than M tasks.

C – Could do : C tasks are nice-to-dos. You'd like to do them, but if you don't, it's probably not a big deal.

W – Won't do : W tasks are things that just aren't worth doing.

Note: If you have a lot of tasks that need delegation, the MoSCow method isn't for you. Jump to the ABCDE method for a better-suited alternative technique. 

After you've assigned each task to a category, delete your W tasks. Breathe a sigh of relief at how much shorter your task list is now. Then get to work. Focus first on M tasks, followed by S tasks, and if you have time, C tasks. 

By working on your list from the top down, you can ensure that you're always working on your highest-priority tasks.

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3. ABCDE method

A tasks are things you must do.

B tasks are things you should do.

C tasks are nice-to-dos.

D tasks are tasks you should delegate to someone else.

E tasks are tasks you should eliminate.

The ABCDE method expands on the MoSCoW method by prioritizing tasks you need to do and identifying the ones that can be done by someone else. 

Kanban apps also work really well for this technique. You'll have one source list for all your tasks followed by additional lists to contain A , B , C , D , and E tasks. Drag and drop tasks from the source list into the appropriate category, then get started on your A tasks.

4. Scrum prioritization

For example, say your highest priority task is to re-tile your bathroom floor. However, you know that you also need to have plumbers run new pipes in your bathroom, and they'll have to cut into the floor to do so. Getting new pipes run may be a lower priority, but since it will impact your highest-priority task of re-tiling the floor, it needs to be completed first.

In Scrum prioritization, you evaluate each task on your list using three criteria:

How important is this task?

How important is it compared to the other tasks on this list?

Is any other task dependent on this task?

Then, using the answers to those questions, you assign each a unique number from one to n (where n is the total number of tasks on your list). 

Scrum prioritization works well on its own, but it also pairs really well with other techniques like the MoSCoW or ABCDE method. After categorizing your tasks by priority (as M , C , and W or A , B , and C ), you can begin sequencing the tasks in order of how you plan to complete them, keeping in mind any task dependencies that might impact that order.

5. Bubble sort method

The Bubble sort method is an effective way to answer the question, "How important is this task compared to other tasks on this list?" It's especially useful if you're suffering from the everything-is-urgent problem. 

Start with a horizontal grid and assign each task to a cell. 

Then, take the first two tasks and evaluate them against each other by asking, "Which task is more important?"

Whichever task from the previous step is most important gets moved to the left. In the example below, Task 2 is more important than Task 1 , so the two tasks switch places.

Then compare the next two tasks. Which is more important? The more important task gets moved one cell to the left.

Continue this process until you get to the end of the list. Then repeat the process from the beginning. Continue repeating the exercise until every task is to the left of a less-important task. Your priorities are now listed from left to right.

There's no specific tool designed for the Bubble sort method, but you can easily use a Kanban, to-do list, or project management app for this. The only difference is that your sets of tasks will run from top-to-bottom instead of left-to-right.

6. Most Important Task (MIT) method

Pick at least one MIT each day that's related to your goals. This way, you're doing something daily to help you reach your goals. And while you'll most likely complete more in a day than only your MITs, selecting your MITs in the morning and setting a deadline ensures you're dedicating time every day to working on important, high-priority tasks.

7. The Ivy Lee method

At the end of every workday, choose the six most important tasks on your list to work on tomorrow.

Then, order those six tasks in terms of priority.

When you get to work the next day, work on task number one until it's complete.

Tackle the rest of your list in the same way.

Continue until all six tasks are complete, and repeat the process every single day.

8. 1-3-9 prioritization technique

The 1-3-9 prioritization technique encourages you to focus on important tasks, but it also gives you a way to prioritize the less important tasks you'll inevitably need to work on. It's like a blend of the MoSCoW, MIT, and Ivy Lee methods. 

Every day, you plan to complete 13 tasks:

one critical task (like an M task from MoSCoW)

three important tasks (like S from MoSCoW)

nine nice-to-do tasks (like C from MoSCoW)

You could even combine the 1-3-9 technique with an Eisenhower matrix, leaving you with one task in the Important and urgent quadrant, three in the Important but not urgent quadrant, and nine in the Urgent but not important quadrant.

Order your lists of three and nine tasks in terms of priority. Then work on and complete your one task, followed by your three tasks in order, and finally, your nine tasks in order.

In an ideal world, you'd be able to work only on your highest-priority, high-value tasks—but things rarely work out that way. The 1-3-9 method addresses that reality by giving you a way to make sure you're at least working on the most important of your less important tasks.

Any priority matrix app or Kanban app works well with the 1-3-9 prioritization technique. 

9. Two lists technique

First, you write down a list of 25 things you want to accomplish. When the list is complete, circle the five most important items on that list.

When you're finished, compile the results into two lists:

The first—containing the five tasks you circled—becomes your to-do list.

The second—containing the 20 tasks you didn't circle—becomes your don't-do (yet) list.

Focus your attention on completing all the tasks on your first list. Only then can you begin working on your second list.

10. Pareto principle (80/20 rule)

Put another way, if you prioritize a small percentage of the right tasks, they can yield outsized effects. 

To put the 80/20 rule into practice, identify your 20% work and make those tasks your priority. There's no hard-and-fast rule baked into the Pareto principle for how to determine your 20% work, but you can draw on other strategies. For example, M tasks from the MoSCoW method or Low effort, high impact tasks from the effort-impact priority matrix. 

Bonus: How to prioritize tasks for teams

Many of the prioritization methods listed above are useful for prioritizing your daily tasks. But what if you're working on a larger scale? For example, a product team debating which features to roll out next, or a marketing team deciding how to divide their advertising budget across different campaigns. In those cases, here are a few prioritization methods to help your team identify and sequence those tasks: 

How to pick the right task prioritization technique

Every technique on this list helps you achieve the same thing: ensuring that you're always working on your most important tasks. So, in the end, it doesn't matter which technique you use. It doesn't matter if you use multiple techniques. And it doesn't matter if you blend parts of the different techniques to make your own custom method.

What matters is that you pick something that makes sense and feels natural, and get to work.

Related reading:

This article was originally published in July 2019. The most recent update was in September 2023 with contributions from Jessica Lau.

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Jessica Greene is a freelance marketing and business writer. A former writing instructor and corporate marketer, she uses her subject-matter expertise and passion for educating others to develop actionable, in-depth, user-focused content.

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Assignment Moscow: Reporting on Russia From Lenin to Putin

Reviewed by maria lipman, by james rodgers.

Rodgers, a British journalist who has worked in Russia at various times since the 1990s, writes about the plight of the English-speaking correspondents who have covered Russia, going all the way back to the Russian Revolution in 1917. That their task was not easy is hardly surprising, yet Rodgers repeatedly emphasizes the difficulties they faced (the word “difficult” is used to describe their job at least two dozen times): strict censorship (foreign journalists were forced to clear their dispatches with Soviet authorities until 1961), travel restrictions, limited access to senior officials and ordinary people alike, and the government’s suspicion that Anglo-American correspondents were spies in disguise. Even Rodgers’s discussion of the American journalist Hedrick Smith—who, despite the restrictions, famously managed to produce exceptionally rich and insightful coverage of the Soviet Union and its people in the 1970s—is reduced to Smith’s reflections on how difficult his work was. Rodgers’s narrative rests on an enormous number of articles in Anglo-American media, books by and about journalists, and his own interviews with many Moscow correspondents. He quotes some of them as saying that journalists knew and understood Russia better than diplomats or policymakers did. This may or may not be true. Unfortunately, Rodgers doesn’t give the diplomats and policymakers a chance to respond.

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Nested Nationalism: Making and Unmaking Nations in the Soviet Caucasus

By krista a. goff, a short history of russia: from the pagans to putin, by mark galeotti, weak strongman: the limits of power in putin’s russia, by timothy frye.

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The procedure for receiving the work visa for foreign citizens

Obtaining a work visa for the foreign citizen is a multistage and long process. For example, it will take on the average 100 days and 15900 ₽ (only to pay the state fee) for the Company-employer registered in Moscow to hire a foreign worker. Since a work permit is valid maximum for 1 year, it is necessary to start processing a new work visa 6 months after receiving the current work visa.

Citizens of the CIS do not need a visa to enter Russia, and Work permit is issued for them in the simplified order for 10 working days and 4000 ₽ approximately.

Company – member of AmCham can process the documents in Moscow in “one window” mode for its foreign colleagues working not only in Moscow, but also in any other region of Russia.

Steps of the work visa getting procedure:

• Annual electronic application for foreign manpower need submitted to the Migration quotas automated information system.
• Placement of vacancy in the administration of Civil service of the employment of population.
• Permission to involve the foreign labor force in the Migration police.
• Work permit for foreigner (Plastic Card) in the Migration police.
• Accreditation at the local department of the Migration police.
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• Receiving a single-entry work visa for 90 days at the Russian Consulate.
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• Re-issue of a single-entry work visa into a multiple-entry visa with the extension of its validity period.

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Detailed description of stages for the Company registered in Moscow and hiring foreign citizen to work in Moscow:

• Every year a Company is obliged to submit the application for foreign manpower need for the next year, so that the needs of the concrete company would be taken into account while the formation of quotas for the Russian Federation subjects and of all-Russian quota. Application includes a compulsory registration with the quick information center “Migration quota” at www.migrakvota.gov.ru . This rule does not apply to non-quota positions which list is renewed every year.

Required documents:

• Application form (PDF file, 48 KB) about the assignment to the employer of the state service of assistance in the selection of the required workers (1 copy);
• Information about the need of workers (PDF file, 50 KB), the presence of the unfilled vacancies (2 copies);
• Certificate from the Russian Federal Tax Service of “State registration of legal entities” and the introduction of record into the United state list of legal entities (1 notarized copy);
• Certificate from the Russian Federal Tax Service of “Registration of the legal entity with the Tax Authorities” (1 notarized copy);
• Codes of statistics (1 notarized copy);
• License to carry out activities (if needed) (1 notarized copy);
• Power of attorney (PDF file, 52 KB) to the authorized representative to submit and obtain statements of the Administration of civil service of the employment of population (UGSZN) of Moscow (1 copy).
• Conclusion of the Administration of civil service of the employment of population (UGSZN) of Moscow (copy with the assignment of the original);
• Request to the Administration of civil service of the employment of population (UGSZN) (PDF file, 73 KB) (2 copies);
• Application (PDF file, 44 KB) to the Migration police of Russia (3 copies);
• Application form of the organization (PDF file, 37 KB) (1 copy);
• Application (PDF file, 42 KB) to the Russian Migration police of Moscow (2 copies);
• Project of a labour contract or other documents confirming the preliminary agreement with foreign citizens or foreign partners about intention and conditions of employment of foreign workers (1 copy, signed and stamped by the employer);
• Certificate from the Russian Federal Tax Service of “The introduction of a record into the United state list of legal entities on the state registration of changes into the constitutive documents of a legal entity” (if changes were occurred) (2 notarized copies);
• Certificate from the Russian Federal Tax Service of “The introduction of a record into the United state list of legal entities on the state registration of changes which are not connected with constitutive documents of legal entity” (if changes were occurred) (2 notarized copies);
• Original of a billing document (stamped by bank) proving the payment of the state fee of 10000 ₽ for giving the company a “Permit to involve foreign labour force” for each foreign worker (properties).
• Copy of a “Permit to involve foreign labour force” (with the presentation of the original);
• Application (file PDF, 42 KB) to the Russian Migration police of Moscow (2 copies);
• Warrant to the authorized representative (file PDF, 52 KB) for the right to supply and obtain a work permit (plastic card) (2 copies);
• Application (file PDF, 102 KB) about issuing to foreign citizen or person without citizenship of work permit (1 copy);
• Letter of guarantee (file PDF, 55 KB) for the return of foreign worker (1 copy);
• Examination certificate for knowledge of Russian language;
• Form A30 – about absence of disease of Hansen (leprosy);
• Form A15-A19 – about absence of tuberculosis;
• Form A50-A53.9, A55, A57 – about absence of sexually transmitted infections (syphilis, lymphogranuloma (venereal), chancre);
• Form 086 – for the workers connected with physical labor;
• about absence of addiction;
• Notarized translation of passport of foreign citizen (1 copy);
• Colored photo of foreign citizen on the mat paper – 2 pieces;
• Copy of document with apostille about the vocational education with the translation into Russian (1 notarized copy); or a certificate of equivalency of such document to the Russian school certificate or diploma of professional education;
• Original of billing document (stamped by bank) about the payment of the state duty of 3500 ₽ for obtaining a “work permit for a foreign citizen or a person without citizenship” (properties).
• Application form (PDF file, 75 KB);
• Extract from the “United state list of legal entities” (remoteness of an extract should not exceed one month; 1 notarized copy);
• If the head (Director-General) is not Russian citizen, copies of Permit to involve foreign labour force and Work permit for foreign citizen (both notarized copies) are also required;
• Non-residential Lease Agreement (in case of sublease, copies of sublease agreement and non-residential lease agreement should be presented; 1 notarized copy);
• Certificate of “State registration of the property rights” of the non-residential premises (at owner of premises) occupied by organization (1 notarized copy);
• Letter of guarantee (file PDF, 41 КB).
• Organization Registration card in the Russian Migration police of Moscow;
• Application letter for invitation (file PDF, 116 KB) for Russian visa (1 copy);
• Letter of guarantee (file PDF, 45 KB) from organization (1 copy);
• Copy of “permit to employ foreign workers” (Permission) (1 copy);
• Copy of both sides of “Work permit of foreign citizen” (Plastic card) with the presentation of original;
• Copy of the page of passport of foreign citizen, which contains photo and specifications (1 copy);
• Copy of labor contract;
• Receipt for state fee payment.
• Application of foreign citizen to the Russian consulate with purpose of obtaining single work visa for 90 days.
• Notification of the beginning of work of the foreign national in the organization. After obtaining a work permit and a work visa, signing a labor contract with a foreign worker (or extending the existing labor contract for the new period), the Company- employer is obligated to send the notification of conclusion of the employment agreement with a foreign worker to the Migration police of Moscow in 3 days. Similar notification should be sent in case of cancellation of an employment agreement with a foreign worker.
• Registration of the work visa with the local department of the Migration police.
• Notification of arrival (Visa registration) (file XLSX, 130 KB) of foreign citizen to the place of stay (1 copy);
• Letter of guarantee (file PDF, 52 KB) from the inviting organization with the request to obtain a multiple entree work visa for foreign citizen (1 copy);
• Application with request to obtain a multiple entree work visa (file PDF, 55 KB) from a foreign citizen (1 copy);
• Passport copies of foreign citizen with the visa and migratory card, with the presentation of originals;
• Two photos (colored, mat paper, size of 3×4);
• Copy of “permit to employ foreign workers” (permission), with presentation of original;
• Copy of “work permit of foreign citizen” (Plastic card), with presentation of original.
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Assignment Moscow: Reporting on Russia from Lenin to Putin Paperback – May 18, 2023

The story of western correspondents in Russia is the story of Russia's attitude to the west. Russia has at different times been alternately open to western ideas and contacts, cautious and distant or, for much of the twentieth century, all but closed off. From the revolutionary period of the First World War onwards, correspondents in Russia have striven to tell the story of a country known to few outsiders. Their stories have not always been well received by political elites, audiences, and even editors in their own countries-but their accounts have been a huge influence on how the West understands Russia. Not always perfect, at times downright misleading, they have, overall, been immensely valuable. In Assignment Moscow , former foreign correspondent James Rodgers analyses the news coverage of Russia throughout history, from the coverage of the siege of the Winter Palace and a plot to kill Stalin, to the Chernobyl explosion and the Salisbury poison scandal.

• Print length 280 pages
• Language English
• Publisher Bloomsbury Academic
• Publication date May 18, 2023
• Dimensions 6.15 x 0.85 x 9.15 inches
• ISBN-10 1350356107
• ISBN-13 978-1350356108
• See all details

Editorial Reviews

“ Assignment Moscow exposes how the Moscow correspondent has had to adapt to multiple manifestations of censorship, or compete with state-run media, the severity of which has ebbed and flowed with changes in regime.” ― History Today “Rodgers's narrative rests on an enormous number of articles in Anglo-American media, books by and about journalists, and his own interviews with many Moscow correspondents.” ― Foreign Affairs Magazine “Rodgers retains his focus on the correspondent's interactions with Russia and Russians, rather than being sidetracked into discussions of normative values or political controversy. This approach prepares the reader for the conclusion, which celebrates the openness and curiosity of the best Russia correspondents, reminding the reader that what they have just read is a history not of Russia but of how Western correspondents have told Russia's stories. Differentiating the two is an important and hitherto neglected task but one that James Rodgers has achieved masterfully.” ― Journalism “Reporting from Russia has never been easy; Rodgers vividly captures the changing fortunes of Moscow correspondents over the past hundred years, as they penetrated the mysteries of life in Russia and brought them to our newspapers and screens. Some were duped, some were fellow-travellers or spies; most battled against censors and blank-faced politicians; all have helped to shape our understanding of the world's biggest country.” ― Angus Roxburgh, former Moscow correspondent for the BBC, Sunday Times and Economist “Writing about journalism in Russia since the revolution, James Rodgers rightly emphasises that to understand Russia you have to talk to people of all kinds. But he argues that even correspondents who knew the language and the history found it hard to report dispassionately because of official obstruction and their own emotional involvement.” ― Rodric Braithwaite “A highly original, engrossing and accessible book, Assignment Moscow stands out among journalistic accounts of Russia for its subtlety, humility and historic scope. It tells the story of British and American journalists who aimed to throw light on Russia from Lenin to Putin, and in the process illuminated the West itself.” ― Arkady Ostrovsky, Author of The Invention of Russia: The Rise of Putin and the age of Fake News, Winner of the 2016 Orwell Prize “It is hard to believe that in the torrent of books published on Russia each year, that one could come along as original and valuable as Assignment Moscow. One comes to appreciate the service of our reporting men and women in Moscow. For all their fallibilities, without their dedication, we wouldn't have half the understanding of Russia that we have today, imperfect as it will always be. We therefore owe them – and especially Rodgers as journalist, teacher, analyst and cataloguer – a huge debt.” ― James Nixey, Chatham House “[Rodgers'] experience has been wisely distilled in this fair-minded, balanced and perceptive exploration of the problems reporters have faced in trying to report from Russia.” ― British Journalism Review “Reveals how journalists' experiences reporting from Russia for the past 100 years mirrors its changing attitude to the West.” ― The Journalist

About the Author

Product details.

• Publisher ‏ : ‎ Bloomsbury Academic (May 18, 2023)
• Language ‏ : ‎ English
• Paperback ‏ : ‎ 280 pages
• ISBN-10 ‏ : ‎ 1350356107
• ISBN-13 ‏ : ‎ 978-1350356108
• Item Weight ‏ : ‎ 15.5 ounces
• Dimensions ‏ : ‎ 6.15 x 0.85 x 9.15 inches
• #1,269 in Media & Internet in Politics (Books)
• #1,391 in Russian & Soviet Politics
• #6,090 in Journalist Biographies

About the author

James rodgers.

James Rodgers writes books on international affairs, especially armed conflict. His work has a focus on how the stories of those events are told to the world. Much of his writing draws on his own experience reporting from the former Soviet Union and the Middle East as a journalist from the 1990s onwards. During his BBC career (1995-2010), James completed postings in Moscow, Brussels, and Gaza where, from 2002-2004, he was the only international correspondent based in the territory. His numerous other assignments included New York and Washington following the September 11th attacks; reporting from Iraq in 2003 and 2004 during the United States-led invasion; and covering the wars in Chechnya.

James now lectures in International Journalism at City, University of London. He still works as a journalist, too--contributing work to the BBC, NBC Think, Forbes.com, Monocle Radio, and others.

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UNDP has been working in India since 1951 in almost all areas of human development. Together with the Government of India and development partners, we have worked towards eradicating poverty, reducing inequalities, strengthening local governance, enhancing community resilience, protecting the environment, supporting policy initiatives and institutional reforms, and accelerating sustainable development for all.

With projects and programmes in every state and union territory in India, UNDP works with national and subnational government, and diverse development actors to deliver people-centric results, particularly for the most vulnerable and marginalized communities. As the integrator for collective action on the Sustainable Development Goals (SDGs) within the UN system, we are committed to supporting the Government of India’s national development vision and priorities and accelerating the achievement of the SDGs for the people and the planet. UNDP India’s new Country Programme (2023-2027) builds on our prior work and aims to provide an integrated approach to development solutions in three strategic portfolios: 

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• Climate-smart solutions, sustainable ecosystems and resilient development for reduced vulnerability.

South-South cooperation, gender equality and social inclusion are promoted across the pillars. The programme is supported by a framework of renewed partnerships and blended finance solutions, strategic innovation and accelerator labs, and data and digital architecture.

You are invited to join a team of future-smart development professionals to support India in achieving the national and globally agreed goals. As part of the UNDP team, your focus will be to work with diverse stakeholders to find country-specific solutions that lead to sustainable development and reach those furthest behind first.

Project Background:  The United Nzations Development Programme (UNDP) under its Business and Human Rights (B+HR) project aims to enable Sustainable Economic Development, through the Protect, Respect and Remedy Framework of the UN Guiding Principles (UNGPs) on Business & Human Rights (BHR). The project promotes the agenda on BHR by working with governments, businesses and civil society in the implementation of the UNGPs at the national level, through dialogue, training, research, civil society action, awareness raising and capacity building activities. The overall objective of the project is to prevent, mitigate and address human rights abuses in business operations and enable a more level playing field for businesses that demonstrate respect for human rights. In so doing, the action aims to strengthen human rights conditions in business operations and supply chains, facilitating sustainable economic growth while also promoting multilateralism. 

Supervisor: Business and Human Rights Specialist 

Duties and Responsibilities

Duties and Responsibilities:

Research Analysis and Programme Support

• Conduct research to develop a blueprint for business and human rights (BHR)/responsible business priorities in India, vis-à-vis uptake and promotion of responsible business practices and sustainability in line with India’s national and international obligations.
• Conduct supervised secondary research on specific topics in the area of sustainability, green economy, just transition and related topics of relevance to the BHR agenda;
• Provide support in writing of project related documents (concept notes, proposals, etc.), and synthesize documents and other relevant knowledge products;
• Identify key areas of intervention for engagement with Private Sector (with particular focus on MSMEs) on decent
• Work, sustainable economic growth, human rights and environmental sustainability and reducing inequalities.
• Identify opportunities for engagement on environment and human rights due diligence tools and processes with the Private Sector in particular MSMEs, sector-wise; and
• Work closely with UN agencies working in India to implement and further responsible business framework.

Communications and Knowledge Management:

• Contribute to development of policy briefs, speeches, talking points and background/communications materials and other advocacy activities for strengthening communication and relationship with varied stakeholders on the BHR agenda;
• Proof reading and editing of reports, books, booklets or any other type of publications/communications material;
• Develop and implement the social media strategy for the programme; Initiate and/or assist in submitting best practices, stories and experiences on responsible business practices for wide dissemination through multiple channels;
• Prepare PowerPoint presentations, visual representations, infographics as required;
• Assist in the organization of webinars/conferences/events/forums; and
• Support the team with other relevant tasks.

Engagement with Private Sector, with focus on MSMEs:

• Build networks for UNDP and support work with Industry Associations, national and regional (FISME, CII, FICCI etc.) on Outreach, training, monitoring, reporting and evaluation as well as any other relevant processes; Coordinate and support capacity building efforts (including conceptualization) on responsible and sustainable business practices for private sector including roll-out and implementation including facilitating awareness on national and international policies; and
• Work closely with other UN system-wide coordination groups, industry associations and civil society actors on the agenda. 

Competencies

Competencies:

• Strong sense of collaborative work, excellent communication and interpersonal skills;
• Keen attention to detail;
• Works collaboratively with colleagues to achieve organizational goals;solicits input by genuinely valuing others’ ideas and expertise;
• Is willing to learn from others and take initiative;
• Proactively works on tasks and delivers under given timelines. 

Required Skills and Experience

Applicants to the UNDP internship programme must at the time of application meet one of the following requirements:

• Currently in the final year of a Bachelor’s degree; or
• Currently enrolled in a postgraduate programme (such as a Master’s programme or higher); or have graduated no longer than 1 year ago from a university degree or equivalent studies.
• Field of study: Law, International Development, Human Rights, Social Sciences or equivalent
• Has sound knowledge of Microsoft office (Office 365, SharePoint Online)
• Ability to produce high quality documents with quick turnaround time.
• Good team player and ability to adapt to change in work environment.
• Ability to work within tight deadlines and adjust accordingly as new priorities arise.
• Familiarity with use of Canva and other design and data analysis tools. 

Language Requirements: 

• Fluency in English, while understanding of Hindi is desirable.

Application procedure:

The application should contain: Current and complete CV in English; Details of 3 Academic Referees and recommendation letter from the University Candidates who are selected must submit the following documents, upon selection: Official letter from the University confirming enrolment in their undergraduate or graduate-level degree programme.

Proof of medical and life/accident insurance valid for the location in which the internship will be carriedout. Selected intern must have medical and life insurance. Kindly note, UNDP only accepts interns for a minimum of 6 weeks and a maximum of 6 months.

Working arrangements:

• Interns will be paid stipend according to UNDP Internship Policy, if it is not financially supported by any institution or programme, such as a university, government foundation orscholarship programme. A stipend intended to help cover basic daily expenses related to the internship, such as meals and transportation at the duty station. The stipend will be paid on monthly basis and part-time internship arrangements are prorated accordingly.
• Interns are responsible for securing adequate medical insurance for the duration of the internship. UNDP accepts no responsibility for costs arising from accidents and/or illness or death incurred duringthe internship. Interns must provide proof of enrolment in health insurance plan. Interns are expected to work full time, but flexibility is allowed for education programmes.
• The intern is responsible for obtaining necessary visas and arranging travel to and from the duty stationwhere the internship will be performed.
• Interns are not eligible to apply for, or be appointed to, any post in UNDP during the period of the internship.
• Interns are not staff members and may not represent UNDP in any official capacity.
• The purpose of the internship is not to lead to further employment with UNDP, but to complement an intern’s studies. Therefore, there should be no expectation of employment at the end of an internship.
• The intern will be evaluated at the end of the internship.

IMPORTANT: Family relationships are required to be disclosed in order to avoid real or perceived family influence or conflict of interest, within UNDP. If the candidate/ hiring manager has not disclosedthat he/she was related to an individual employed by UNDP in whatever contractual modality and irrespective of the nature of the family relationship, this may constitute a basis for withdrawing the offer of internship or, ifthe internship hasstarted, to terminate it without notice or indemnity.