<p>I am currently a 3rd year, going to 4th year, electrical engineering major. i have a major gpa of 3.19 and cumulative gpa of 2.95. I am trying extremely hard to get it to 3.0+. My problem right now isn't getting the interview but post-interview. I've had interviews with some small companies and some large companies such as Broadcom. I think it's probably more of a problem with my interview skills. I hate it when the technical questions that they give throws me off guard. Some times they ask me questions that are definitely fundamental but because I haven't used it in a long time, i can't remember it very well. but there are also a lot of questiosn that i am able to answer too. do a lot of companies not hire just because you couldn't answer one or two technical questions? any suggestions on how i can improve that aspect of the interview? </p>
<p>also i know there are a lot of websites that give you suggesstions on questions you should ask at the end of the interview. a lot of these don't really apply in the engineering field in my opinion. what are some of the questions you guys ask in engineering internship interviews?</p>
<p>thanks for reading my vent. i just had an interview but not really sure how i did.</p>
<p>Missing questions from subjects you haven’t studied in a long time is a common problem. People who’ve worked in their industries for many years have it even worse. One thing you can try is to make some notes about all of the subjects and projects you worked on. Note some key facts about each. It helped me because as I wrote up the notes, I began to remember some things that I had forgotten.</p>
<p>I personally do not ask trivia questions when interviewing candidates. I might ask programming questions, but I allow candidates to use programming language references if they wish, or I’ll say they can use pseudocode. I’m more interested in someone’s ability to work through a problem than to regurgitate material that can be easily looked up. There is a school of thought that says asking people simple questions allows the interviewers to quickly eliminate candidates who have little or no background pertinent to the job, but I find this also (needlessly) eliminates more qualified candidates.</p>
<p>Regarding Broadcom specifically, keep in mind that networking/telecom equipment makers are not doing well, at least compared to social networking and mobile computing companies, so they may not be able to take on as many interns as they used to.</p>
<p>thanks for the tip. another questions is, is it ok to ask something like “based on our discussion today about the position do you think i would be a good fit for the position?” i just really want to ask this question to kinda see whether i did well or not. also what are other common/general questions that interviewees ask the interviewers.</p>
<p>i’m really afraid of graduating with no experience in the engineering field. i’ve been applying and interviewing since the beginning of the summer. is it still possible to go straight to full time position out of school? when is the best time to start applying for these full time positions?</p>
<p>I wouldn’t ask that, it shows that you don’t think you are a good fit. You should show upmost confidence that you would be a good hire. </p>
<p>A good thing to ask is “what are the skills and our traits you are looking for in this position?” or “what would the ideal candidate for this position look like?” This would give you an idea of the answer to the question, but also open the door for you to try and explain how you posses those traits they are looking for.</p>
<p>Other good questions; “in 6 months or 1 year how will you know you hired the right person?” and “what are some types of assignments someone in this position can expected to receive?” From these questions you should be able to generate a conversation as to what the position demands and what skills you have to offer those demands. When it becomes a discussion, rather than a Q&A session, you are doing better. It is certainly just as important that you get the right job as it is for them to get the right person for the position.</p>