Competency-based psychometric tests are tricky. They are typically used in the civil service and apparently have no correct answers. However, of course, some answers are more correct than other answers. This has been decided by both researchers and professionals working in the field.
But for candidates, it's not very helpful to know that there are no correct answers. So what can we do? Below I have noted a selection of criteria or values, that I believe, should be adhered to in order to optimise your opportunities impressing the examiners. This is by no means perfect but at least it gives you a structured thought process and a systematic way to answer the questions.
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