Assessment Process

At NewDay, we’ve designed and adopted an interview approach around three key elements which help us to understand as much about you as possible before we make a decision. We keep it flexible – these elements could be covered in any order, or two elements might be covered in one longer interview. They could take place on the same day or multiple days, and could take place over the phone, over video or in person.

The assessment process will be agreed for each role before we start hiring, and your recruiter at NewDay will tell you what to expect.

Remember, it’s a two way street! You’ll always have an opportunity to ask questions in the interview, and if you have any questions later on, your recruiter will be happy to help. We love speaking to our candidates!

Interview Approach

CV & Drivers Interview

This interview looks more closely at your past experience, and in particular the choices you’ve made throughout your career. We want to understand what gets you out of bed in the morning!

We’ll explore your preferred working style, and we’ll also want to know what’s inspired you to apply for this role at NewDay.

Technical Assessment

This role-specific assessment can take different forms. It could be an interview, but we also use online assessments, case studies and role plays. Again, your recruiter will let you know what to expect, and will provide any prep material if needed. It’s all about finding out whether you have the right technical knowledge for the role.

Competency Interview

During a competency interview, you’ll be asked to talk through examples from your previous experience. Depending the role you’re applying for, this could be based on our Values or on our Leadership Capabilities below.

Our Manifesto is our Guiding Light

We put the customer first by focusing on outcomes; helping people be better with credit. We strive to make sure their experience with NewDay is a positive one. The Manifesto is at the heart of everything we do.

Win with Stand-Out Strategic Thinking

We win by identifying, leveraging and building competitive advantage. Often it is about being brave and breaking free from the status quo. Stand out leaders deliver a vision of how to capitalize on these advantages in a compelling way. Challenging themselves to build better and more profitable business models that drive strong customer outcomes.

Deliver Big Results

We deliver excellent results and we always try to beat what we have accomplished before. At all times we look for ways we can deliver more efficiently and effectively by making smart choices and investing our resources wisely. This means we can drive exceptional growth and manage change effectively.

Inspiring People

We engage and work with our colleagues as one team. Hierarchy doesn’t matter. We seek out people to join us who are like-minded and once they are with us we help them to find ways where they can achieve more than they ever thought possible. NewDay is the place where the best talent thrives.

Champion Risk and Control

We lead from the front to create a culture where everyone understands the importance of managing risk. Our decision making is risk based and well informed. We see risk management as a key enabler underpinning day-to-day business. We actively identify, monitor and control the risks we take.

Know Yourself

We work out, for ourselves, how we can grow and be better at what we do. Then we’ll be better able to help people in our teams to grow too. We encourage people to stay curious and keep learning to achieve their full potential.

Put Manifesto at our Core

We put the customer first by focusing on outcomes; helping people be better with credit. We strive to make sure their experience with NewDay is a positive one. The Manifesto is at the heart of everything we do.

Win with Stand-Out Delivery

We understand the NewDay company strategy; create team goals, develop plans, which are aligned to the strategy & Manifesto

Manage Performance and Change

We adhere to plans and key processes, adjust and improve as required, in order to deliver the team vision, key metrics and plans

Develop Others

We define and develop the skills and capabilities required within teams; drive performance through feedback, coaching, performance management and the continuous development of others

Manage Risk

We continually manage risks within our risk appetite framework, and foster a culture of openness to ensure all risks are identified, managed or escalated.

Know Yourself

We work out, for ourselves, how we can grow and be better at what we do. Then we’ll be better able to help people in our teams to grow too. We encourage people to stay curious and keep learning to achieve their full potential.

Do the right thing

We’re guided by our responsibility towards our customers and to each other

Pull together

We take collective accountability. We support one another. We are stronger together.

Aspire to extraordinary

We aim high. We have the courage to challenge ourselves and each other.

Create tomorrow

We build for the future. We push to create, adapt and change.

Competency Interviews

If you’ve never been through a competency interview before, don’t worry! Read on to help with your preparation.

Competency-based interviews are based on the premise that past behaviour is the best predictor of future performance, so during the interview you will be asked to talk through examples from your previous experience. This could include challenge you have faced and how you handled them, opportunities you spotted, or successes and failures and what you have learned from them.

Examples of competency-based questions:

- Tell me about an occasion when you provided exceptional service to a client or stakeholder.

- Tell me about a time when you failed to deliver.

- Give me an example of a time when you successfully persuaded others to do something.

- Describe a situation where you have identified the need for change in a business.

Tips

- Check the boxes above to determine which competencies could be covered for the role you’re applying for (either our Values or our Leadership Capabilities)

- Try to use examples from recent experience and use a variety of examples during the interview.

- Focus on your own input in the situation – what difference did you personally make?

- Use the STAR technique when preparing your answers. STAR is an acronym to help you structure your example: Situation, Task, Action, Result

- Situation: Describe the context within which you performed a job or faced a challenge at work.

- Task: Next, describe your responsibility in that situation.

- Action: You then describe how you completed the task or deal with the challenge.

- Result/Reflection: Finally, explain the outcome/result. It may be helpful to emphasize what you accomplished, or what you learned.