Psychometric test is there to make sure you're not off type personally, i.e. type of person who can do this job.
The competency (or situational) interview digs into what you know and how you apply it as a behaviour, so it validates your CV and gives them something more scientific than a CV walk-through to make a hiring decision.
I've used competency interviews a lot and if done correctly they really help. The interviewer should be putting you at ease, they're not trying to trip you up, they're asking you to expand on your experience and give anecdotal answers to behaviours they are looking for.
Have they told you the behaviours they want in the role or do you have an idea? Generally it's stuff like; communicating with impact, collaborating for success, taking the initiative, constantly looking how to improve the status quo, etc. They'll be 5 or 6 attached to the role.
Thing is you can't revise this stuff, you've either done it, or you've not, but you can start to get your head around it and in all case they'll be looking for what's known as a STAR response (Situation, Task, Action, Response/Result)
Situation was this, I had to do x to get shit done, so I got everyone together and the result was Bielsa signed a 2 year deal.
https://www.thebalancecareers.com/what- … ue-2061629
Last edited by king of the slums (Thu 20 Sep 2018 2:37 pm)