How to ask for an internship

10 important things you learn from an internship

• New and improved skills and how to apply them. One of the most important things you can gain from an internship is newfound knowledge.
• Professional communications.
• Networking is important.
• Taking constructive criticism well.
• Work hard no matter what you’re doing.
• Independence.
• Making connections.

Top 10 Skills Employers Want in an Intern

• Communication. Communication occurs in a variety of ways, but future employers are primarily interested in your ability to write and speak professionally.
• Interpersonal.
• Collaboration.
• Time Management.
• Adaptability.
• Critical Thinking.
• Research and Analysis.
• Initiative.

1. Research companies. Discover businesses in your area that perform the work you’re interested in doing.
2. Make contact. Reach out to the intern coordinator either by phone or email.
3. Share your resume.
4. Market your skills.
5. Be straightforward.
6. Be cordial and follow up.

A clear subject line, including why you’re writing. If you don’t know the person well, include your name, too (e.g., Carla Chen: Internship Opportunities with ABC Company). Your basic information. Why you want to intern with the company, based on your research.

It exposes you to real-world experience – Internships offer you a peek into the environment you wish to work in someday. As you intern for a company, you get hands-on experience of how things work in an office environment. Also, you get an idea of what job role you would like to choose when you join a full-time job.

A structured paid work experience is a competency-based, educational experience which occurs at the work site and is tied to a student’s curriculum. The paid work experience may occur in a public, private, or non-profit organization. Academic credit is usually granted in the subject area included in training plan.

See ‘Who gets the minimum wage’. Some forms of work experience, including placements and internships, may be referred to as ‘unpaid work’ or ‘expenses only’, where someone gives their services free of charge in order to develop or maintain their skills.

Many firms say they offer unpaid ‘work experience’. If you are required to show up for a certain period of time or complete tasks that they set for you, then you are working. The company is breaking the law and you are entitled to the National Minimum Wage.

When sending an email or letter to apply for work experience, you should include:

1. When you first heard about the company.
2. What you hope to gain from the experience.
3. Why you chose this company specifically.
4. Your skills.
5. Your area of academic study, and what level.
6. Extracurricular activities and relevant hobbies.
7. Your CV.

6 smart ways to gain IT experience

1. Do it yourself. IT isn’t a field of abstraction.
2. Earn certifications.
3. Volunteer your services.
4. Become an intern.
5. Network, network, network!
6. Get educated.

Work Experience Descriptions

1. Begin each item by stating the name of the place, location, dates, and job title (e.g. manager, volunteer) List experiences in reverse chronological order (most current experience first).
2. Describe your responsibilities in concise statements led by strong verbs.

The Pros of Working for a Small Company Work roles at small companies are often less specialized than at large firms. That means employees get to wear several hats, interact with staff more often and are afforded a 360-degree view of company-wide operations.

Key disadvantages of working for a small company include: • There is less opportunity for promotion because, due to the power of large numbers, there are less internal open positions to apply for and less internal movement in general. Software standards in small companies tend to be less formally defined.

Larger companies, in general, are better about providing benefits like health insurance or retirement plans. The smaller a corporation’s revenue is, the less likely it can afford to pay for benefits. According to a recent study, only 47% of companies in the U.S. with 2-99 employees offered any benefits at all.

Benefits of Working for a Small Company

• Employee Skills Become More Diverse. Smaller companies have fewer employees, which typically leads to employees performing multiple roles and interacting with multiple departments.
• Project Variety.
• Corporate Culture.
• Stronger Relationships.
• Stronger Ties to Management.
• Amplified Personal Impact.

The average pay per employee for very small business with 20 employees or less was $36,912, according to the research. For small firms with 20 to 99 employees, it was $40,417. At medium-sized firms it was $44,916. Pay for senior level employees would likely be significantly higher.

People today are equally eager to work in small organizations and firms.

Here are a few of the most common perks companies may offer:

• Free food and/or drinks.
• Discounted meals.
• Dental care plans.
• Subsidised gym membership.
• Company car.
• Free or subsided travel.
• Employee referral bonus.
• Free company events.

Other popular perks include duvet days and time off to move home, flexible working hours, unlimited holidays, gym membership and free fruit.

• Health and wellbeing employee benefits.
• Flexible working perks.
• Holiday and time off employee perks.
• Free food and employee treats.

There are no federal laws requiring plans to provide the same benefit coverage to all employees. However, some states have laws on certain benefits, such as paid sick leave, that apply to all of an employer’s employees. A plan may draw a distinction between employees and their dependents.

Technically, there are no federal laws that require an employer to provide benefit plans with the same coverage to their employees. In fact, employers can offer different benefits to different employees, as long as they treat “similarly situated individuals” equally.

Answer. In general, employers are free to offer health insurance to some groups of employees and not others, as long as those decisions are not made on a discriminatory basis. If the employer fails to provide the required coverage, it can be assessed a hefty penalty by the IRS.

The Act does not force employers to create employee benefit plans. It does set standards in the areas of participation, vesting of benefits, and funding for existing and new plans. Employers are prohibited from discriminating against plan participants or beneficiaries for exercising their rights.

Traditional 401k Employers can opt to give all plan participants a contribution, match only the contributions employees make, do both, or not contribute at all. Employers must perform tests for actual contribution percentage and actual deferral percentage annually to verify the absence of favoritism.

Some employers offer extra pay to employees who decline to enroll in employer-offered group health coverage. For example, if an employee pays $3,000 per year in premiums, but earns $35,000 per year, the offer is affordable (the employee’s share is less than 9.66 percent of his wages).