Qualcomm Internship Program Overview

Qualcomm Internship Program OverviewQualcomm Internship Program OverviewQualcomm, a leading developer and innovator of advanced wireless technologies, products, and services, was established in 1985 and is headquartered in San Diego, CA. Qualcomm has many facets and divisions, all of which focus their attention on delivering the most innovative wireless solutions to individuals around the world. Internships Each Qualcomm intern works directly with a mentor who will guide them throughout their internship. Mentors are provided to help their mentees quickly learn the culture of the organization and become acquainted with the available resources in order to get individual projects completed on time. By providing mentorship to its interns, Qualcomm provides invaluable resources to help students learn and grow in a career that matches their interest. Qualcomm offers three to nine-month internships for students throughout the school year. These internship experiences provide real-world experience and a chance for students to learn some amazing technology so they can fully utilize the knowledge they gain in the classroom and transport that to a full-time future career. Qualcomm offers over 800 ?internship and co-op experiences for students each year. Qualcomm provides the following training and continuing education resources throughout a students internship experience Each intern receives training in leadership development, supervisory skills, time management and advanced wireless technology through Qualcomms live classroom sessions, web-based programs, and computer-based training.Each intern will be able to customize their professional development through the use of online development tools to align their learning to help meet company goals and objectives.Interns are given the opportunity to learn by listening to some of the most knowledgeable and professional people in the business through Qualcomms Executive Speaker Series. Qualcomm provides an award-winning lea rning center which provides students with a place where they can learn about the company and its technologies as well as development solutions for local, regional, and international offices.Qualcomm also provides an extensive library that is filled with educational and technical resources to help interns expand their knowledge and find solutions to the problems they may experience when completing projects for the company. Benefits Qualcomm provides students with excellent on-the-job training and educational opportunities that will help them obtain the knowledge and skills it takes for Qualcomm and similar companies to consider them as potential candidates for future job openings in the field. Qualcomm reports that approximately 60% of their interns are hired on as full-time employees after graduating from college. Locations Many internships are located at Qualcomms headquarters in San Diego, CA. There are also opportunities available for students in other U.S. and internatio nal offices. Interns who relocate will receive fully furnished temporary housing and flights from their university. A personal relocation counselor will also be assigned to the intern prior to their internships. Qualcomm has 150 locations with offices in Australia, Austria, Belgium, Brazil, Canada, China, Finland, France, Germany, Hong Kong, India, Indonesia, Ireland, Israel, Italy, Japan, Mexico, Netherlands, Philippines, Russia, Saudi Arabia, Singapore, South Africa, South Korea, Spain, Sweden, Taiwan, Thailand, Turkey, UAE, United Kingdom, United States, and Vietnam to name just a few. Applicants must check to binnensee where current Qualcomm internship opportunities exist and how to apply to them. To Apply To find internship opportunities and to hear what employees and students have to say about their experience working for Qualcomm, be sure to visit their website. If selected for a phone or in-person interview, Qualcomm highly recommends that applicants fully prepare for t he experience to help give themselves an edge over other applicants in this highly competitive job market. For additional information please check out the FAQs section on Qualcomms website. When applying for internships be sure to check out The 5 Ways to Improve a Resume and Five Easy Ways to Improve Your Cover Letter prior to submitting your documents.

How Not to Crash and Burn at a New Job

How Not to Crash and Burn at a New JobHow Not to Crash and Burn at a New JobEveryone has experienced buyers remorse A shirt that looked great in the fitting room just isnt quite as flattering in your bedroom mirror. Or worse, a job that seemed like a perfect fit during the interview falls flat during your first few weeks.Turns out, that feeling of new job remorse is pretty common According to the Society for Human Resources Management, half of all hourly workers resign within the first four months of a new job, and half of senior hires crash within just 18 months.Why such a high dropout tarif? It often starts with a weak onboarding process. Although most companies have some sort of initial orientation program, only 7% of the overall training budget is devoted to it. According to Dr. John Sullivan, an expert in onboarding process effectiveness, Onboarding programs rank high on the list of HR programs that get little respect or attention.But, it can make all the difference When you onb oard well, not only are you likely to stay longer, but youll be perceived as a better performer, youll be less stressed, and youll like your job (and the decision you made) a whole lot more.The lesson? While effective onboarding is crucial, it may be up to you to carry the load and take control of your new job. Heres how.1. Learn the New Landscape Dont be surprised if you dont learn the specifics of your new position in onboarding- its not typically geared toward helping you settle into your particular role or team. Instead, its often run by HR, for the sole purpose of getting you oriented and compliant. (Hello, benefits seminar)So, take it upon yourself to map out your new environment. You should do this on three levels the organization (its mission, culture, and basic practices), your department (its purpose and how it fits into the big picture), and your individual position (your responsibilities, how your performance will be measured, and your role in the bigger organizational m ission).By looking beyond your initial onboarding classes, youll be able to create a more effective plan of attack- which will allow you to start working toward your goals sooner, ratherbei than later.2.Bond With (and Leverage) Your Manager Managers arent usually a formal part of the onboarding process- a few will check in on you occasionally, some will keep their distance until youre ready to train for your specific position, and others will opt for a sink-or-swim approach altogether. But to get started on the right foot, its important to involve them from the get-go. (After all, this is hopefully the start of a long-term relationship)So, if you find that your manager isnt playing a big enough role during your first few weeks on the job, take the necessary steps to bring him or her into the loop. If youre not already meeting regularly throughout your onboarding, schedule some time to collaborate on your training plan. Then, follow up with regular weekly or bi-weekly meetings to kee p him or her up to date on your progress and make sure youre totenstill on track for success.Most importantly, tell your manager what you need. Want an introduction to the head of another department? Need specific feedback as you learn new processes? Ask. Thats what managers are for3. Dont Let the Chaos Manage You When you start a new job, you enter a period of conscious incompetency. That is, no matter how flawlessly you could perform your last role, you now have to unlearn what you knew and relearn it in a completely new context.And Ill be honest You probably wont like that feeling of uncertainty and vulnerability. Making the transition from knowing how everything works to knowing how nothing works can be a shock to your system- and your ego.So, take a deep breath and be prepared to be a bit overwhelmed. Then, remind yourself that this is all part of the learning process. Remember how you left your last job knowing how it all worked? Eventually, youll achieve that level of compete nce in this job, too.That said, it does help to keep a notebook of all the new information coming at you so you dont have to rely solely on your memory. Having everything in one place will help you power through the inevitable chaos.4. Build Relationships With Others In any organization, work is accomplished through your relationships with your boss, your co-workers, and other employees across various departments. You wont get far if you dont start making (and leveraging) relationships in your new workplace. Unfortunately, companies dont always make this as much of a priority as it should be, especially during a new hires first few weeks.So, when you first come on board, dig in and figure out who youll need to have strong working partnerships with. Schedule casual coffee meetings with these people as part of your own personal onboarding process, or just stop by their desks to introduce yourself.By taking these first steps toward building strong, trusting relationships, youll be able to integrate yourself quickly, share plans for the work youll be doing, and establish yourself as a collaborative, trustworthy team member.5. Exercise the Power You Have When my client, Katherine, called me after accepting a new job, she was overwhelmed. Even at a VP level, there was no organized onboarding process for her to rely on. She thought shed made a huge mistake, and she wanted to quit.But before any rash decisions were made, we took a closer look at her situation She was sitting in meetings all day, then returning to her desk only to find 400 unread emails. Of course she felt overwhelmed To take control of her situation, she needed to establish clear guidelines for herself and the people she worked with.First, not every meeting was essential, and she had every right to decide which she would and wouldnt participate in. People need to earn your time, I told her. You dont just give it away.And while fewer meetings gave her more time to spend with her inbox, she also needed a slightly different email strategy. So, she set expectations for how she wanted others to communicate with her (i.e., to clearly delineate what was urgent and what could wait). By implementing new practices and exercising the power to manage her new role, she was able to reduce the stress her new job was creating.It may be a little intimidating when youre the sekretariat newbie, but if something is getting in the way of your successful onboarding, speak up You have the power to change the things that arent working- so communicate what you need in order to be successful.6. Dont Make a Decision Based on a First ImpressionClients often call me within a couple of months of starting a new job, overwhelmed and regretful. But the truth is, their reactions have more to do with being in an unfamiliar and uncomfortable situation than they do with making a bad decision.So, once youre a few months in- keep pushing forward. A career transition can (and will) be hard. Be patient Dont make a deci sion to stay or go for at least six months. Go into it knowing that your first few months may be uncomfortable, but that the uncertainty wont last forever.Your job success plan starts from day 1. Dont expect your new company to slow down while you catch up. Expect things to move fast- but more importantly, expect to take charge of your own onboarding. Youll be happier, more satisfied, and more successful in the long run.Photo of woman working courtesy of Shutterstock.

The Battle Between Papa Johns and Pizza Hut

The Battle Between Papa Johns and mafiatorte HutThe Battle Between Papa Johns and mafiatorte HutYouve seen the ads. You know the tagline Better ingredients. Better pizza. Papa Johns. Papa Johnsfounder John Schnatter makes a claim in almost every ad he throws onto the airwaves, radio stations, and these days, online buys.But sometimes he takes that claim beyond the ads, which is evidenced by a battle between Papa Johns and Pizza Hut that began way back in 1998. The Birth of a Slogan...and a Battle. In 1995, Papa Johns hired a consulting firm called Trout Partners, and they coined the tagline that has become synonymous with the now multi-billion-dollar company. At the time, Papa Johns had just a quarter of the stores that Pizza Hut had, so the focus welches not on accessibility, but quality. Better Ingredients, Better Pizza welches a winner. But not with everyone. David Novak, President of Pizza Hut at that time, was mora than a little upset by the phrase. The natural inference pe ople were making was oh, theyre better than Pizza Huts ingredients. But where was the proof? How could Papa Johns get away with saying such a thing? The war of words turned into a nationwide advertising offensive, with attack ads coming from both sides. Papa Johns listed unsavory ingredients found in Pizza Hut recipes. Pizza Hut used Papa Johns own advertising against it. And then, the lawsuits began. Papa Johns vs. Pizza Hut CEO John Schnatter claimed Papa Johns pizza was better than Pizza Huts. It was a claim Pizza Hut didnt take lightly. In fact, the companys lawyers filed a federal false advertising lawsuit against Papa Johns. The problem stemmed from Papa Johns famous slogan, coupled with a national advertising campaign. One of the ads stated Papa Johns won big time in taste tests over Pizza Hut. Other ads in the campaign alleged Papa Johns sauce and dough were better than Pizza Huts because they were made with fresh tomatoes and filtered waterand did not include ingredient s likexanthan gum and hydrolyzed soy protein. That aggressive ad campaign prompted Pizza Hut to file the false advertising lawsuit. The companys lawyers said they had scientific evidence proving Papa Johns ingredients didnt affect the pizzas taste. The Legal Decisions Initially, a jury sided with Pizza Hut, agreeing that Papa Johns claims of better sauce and dough were false or misleading. The judge ordered Papa Johns to stop using the better ingredients, better pizza slogan and awarded Pizza Hut $467,619 in damages. A drop in the bucket for Pizza Hut, but the real prize was getting Papa Johns to stop using the slogan. The judge told Papa Johns to stop using any materials with that slogan, pull ads, and also pay Pizza Hut $12.5 million in damages. If youre thinking, hang on...theyre still using that tagline, then strap in. The story is just getting started. Papa Johns appealed the decision. The company stated that the slogan was simply a matter of opinion, not to be taken as lit eral fact. They, as a company, believed they used better ingredients, resulting in better pizza. And how could Pizza Hut claim to have the best pizza under one roof with a straight face? The federal appeals court said the jurors were never asked if consumers relied on Papa Johns better claims when deciding what pizza to buy. And so, in September 2000,the 5th U.S. Circuit Court of Appeals overturned the verdict and ruled in favor of Papa Johns. John and his company were allowed to use the slogan againand did not have to give Pizza Hut the $12.5 million damages sum. The Aftermath To this day, the rivalry between Pizza Hut and Papa Johns is mora than friendly competition. The lawsuits made a lasting impression, and, allegedly, their rivalry is so fierce that Pizza Hut reserves any phone numbers that spell out the letters P-A-P-A just so Papa Johns cant use them. The better-best argument also had a lasting impression on advertising. Youve seen commercials where a company claims to h ave the best thingamajig. Best can be used without having to back up your statement. However, when you use better, you better have proof to substantiate your claim, or risk getting into another heated lawsuit. Now, almost 20 years after the lawsuits began, Papa Johns adamantly denies Pizza Huts false advertising charges. The companys lawyers maintain the statements made in the ad campaign arent falsebut were merely statements of personal taste. Lawyers for Pizza Hut said Papa Johns ads violated federal law. They claimed, even without evidence, that customers relied on the better ingredients, better pizza slogan on which to base their pizza-buying decision thus, Papa Johns ad campaign is deceptive in their eyes. Pizza Hut execs continue to say the decision was unfair to both consumers and responsible advertisers. But with both companiesand Dominos doing very well these days, the in-fighting may have just brought more attention and more sales to all parties.