Siemens video interview questions

11 researched questions. Updated August 2026.

  1. 1Why do you want to work at Siemens, and what draws you to this programme in particular?
    Practice question for this company/roleMotivation & background

    Research-derived; no verified Siemens wording exists.

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  2. 2What potential would you bring to Siemens that your CV would not show, given the first screening stage does not review it?
    Practice question for this company/rolePast behavior

    Research-derived from the officially CV-blind stage 1.

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  3. 3Tell us about a time you worked with others to achieve a shared goal, and what your specific contribution was.
    Practice question for this company/rolePast behavior

    Research-derived practice for the behavioural stage.

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  4. 4Describe a situation where you had to adapt when a project or plan changed unexpectedly.
    Practice question for this company/rolePast behavior

    Research-derived; Arctic Shores' vendor case study describes such tasks for Siemens Smart Infrastructure, not Siemens documentation.

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  5. 5Tell us about a time you had to explain something technical to someone who was reluctant or unfamiliar.
    Practice question for this company/rolePast behavior

    Research-derived; echoes a 2017 face-to-face report, not the video stage.

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  6. 6What are your longer-term career aspirations, and how does this Siemens programme fit them?
    Practice question for this company/rolePast behavior

    Research-derived; no verified Siemens wording exists.

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  7. 7Describe a time you took responsibility for a mistake and what you changed afterwards.
    Practice question for this company/rolePast behavior

    Research-derived practice for the behavioural stage.

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  8. 8What do you see as the biggest challenge facing this industry, and how should Siemens respond to it?
    Practice question for this company/rolePast behavior

    Research-derived; appears only as an unverifiable forum paraphrase.

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  9. 9Siemens Energy graduates should prepare a case study to present and defend at the final panel, as this is a published stage.
    Practice question for this company/rolePast behavior

    Derived from the official five-stage pipeline.

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  10. 10Siemens Healthineers apprentice candidates should prepare for a strengths-based interview and a group exercise at the assessment centre rather than a recorded video stage.
    Practice question for this company/rolePast behavior

    Derived from the official three-stage process.

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  11. 11Expect a behavioural, values-oriented online assessment rather than a numerical or verbal reasoning battery on the Siemens plc apprenticeship route.
    Practice question for this company/rolePast behavior

    Derived from the official "behavioural based assessment" wording.

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The Siemens hiring process at a glance

  1. 1Application screening (CV-blind at Siemens plc UK) — Siemens states it does not review your CV at this stage on the UK apprenticeship route, screening for potential instead; Siemens Energy runs a conventional CV screen.
  2. 2Online assessment — Behavioural-based and values-oriented for Siemens plc UK apprenticeships; a game-based assessment covering behavioural traits and cognitive ability at Siemens Healthineers; conditional online assessment at Siemens Energy.
  3. 3On-demand video interview — Recorded answers to pre-defined questions, stage 3 for both Siemens plc UK apprenticeships and Siemens Energy graduates. Conditional ("may be asked"), carries an expiring deadline with a reminder email, and is preceded by an equipment-only practice run containing no questions. Not part of the published Healthineers apprenticeship process.
  4. 4Panel interview with case study (Siemens Energy) — A recruiter conversation precedes a final panel interview that includes a case study.
  5. 5Assessment centre or final interview — In-person assessment centre or interview at Siemens plc UK; at Siemens Healthineers an onsite centre with a strengths-based interview and group exercise.

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How the Siemens hiring process works

For Siemens plc apprenticeships in the UK, the published process runs four stages. Application screening comes first and is deliberately CV-blind — Siemens states it will not review your CV at this stage, because it is assessing potential rather than track record, a stance independently echoed by the Arctic Shores case study describing a role where Siemens "scrapped the CV". Candidates meeting minimum requirements are invited to an online behavioural-based assessment measuring values alignment and potential rather than numerical or verbal aptitude. Stage three is the on-demand video interview, and the wording matters: Siemens says you "may be asked" to complete it, so the stage is conditional rather than universal. A final in-person assessment centre or interview closes the process.

The Siemens Energy graduate program follows a five-stage pipeline: CV screening, an online assessment marked conditional on the official page, the on-demand video interview, a panel interview with a case study, and the offer. Here the video stage is explicitly gated behind successfully passing the online assessment, and a recruiter conversation precedes the final panel. Siemens Energy states that new graduate postings typically open around March and April, so timing your application to that window matters more than it does for rolling requisitions.

Siemens Healthineers in the UK is a genuinely different process and should not be prepared for as though it were the same company pipeline. Its published apprenticeship route has three stages — online application with CV, a game-based assessment covering behavioural traits and cognitive ability, and an on-site assessment centre with a strengths-based interview and a group exercise — with no video interview stage named. Healthineers' general early-careers guidance says the process can include a video interview alongside psychometric testing and an onsite assessment day, but does not describe that interview as recorded or on-demand, so a one-way format is not established there. The experienced-hire path is a talent acquisition call, a hiring-manager interview in person or on Teams, and an onsite final that often includes a site tour and sometimes a presentation, with no one-way video stage.

Across Siemens entities, the recorded stage carries an expiring deadline rather than a scheduled appointment, and Siemens sends a reminder email containing the recruiter's contact details before it lapses. Extensions are not generally offered, though the company invites candidates with a valid reason to ask the recruiter directly. A practice interview is provided purely to test camera and microphone, and Siemens states twice that it contains no interview questions, so treat it as a technical check rather than a preview. Siemens prohibits using AI to generate answers or having anyone impersonate you, while stating that AI makes no hiring decisions and that final decisions rest with human recruiters and hiring managers. Question count, preparation and answer timings, retakes, and whether prompts appear as on-screen text or recorded video are all undocumented by Siemens — the figures circulating on prep sites are not sourced to Siemens and should not be relied on.

About this research

Researched questions
11 — practice questions modeled on reported formats
Typical format
One-way video; a common setup is 30s prep + ~2 min answers. Employers configure their own timing, question count, and retakes.
Research updated
August 2026 · part of our evidence-labeled video-interview question bank

Best-supported scope: Siemens plc (UK) apprenticeships and Siemens Energy graduate program, where an on-demand video interview is officially named as a numbered stage. Siemens Healthineers is scoped separately — its published apprenticeship process contains a game-based assessment and no video stage at all.

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These are questions you may encounter — paraphrased from public, dated sources. No one can guarantee the exact questions in your interview, and we never claim to.

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