Mental Health and Recruitment

Mental health problems are a growing public health concern as prevalence is rising not just in the UK, but around the world, especially in the workplace. In line with the World Wellbeing Week 2021, we wanted to explore this issue that is prominent across all sectors and job roles.

While the recruitment industry is not exempt from its share of stress and mental health issues, you as a recruiter may have to handle mental health in a hiring process and can play a key role in supporting mental wellbeing in the workplace.

The Importance of Mental Health Strategies in Attracting Top Talent

Did you know that candidates place a high value on mental wellbeing strategies when looking for a role?

According to a study conducted by recruitment consultancy Robert Walters, 88% of professionals consider the mental health and wellbeing strategies offered by their employer to be important when searching for a role. Almost two thirds (64%) of professionals found it difficult to find information about the mental wellbeing strategies offered by employers.

That’s why recruiters would be wise to highlight their company’s commitment to mental health and wellbeing in their efforts to attract top candidates. Whether it’s in your job postings, on employer career pages or social profiles, or during communications with candidates, a mention of your company’s wellness efforts can say a lot about the culture.

Handling Mental Health in The Hiring Process

There can be times when, as a recruiter, you will face mental health issues within the hiring process. What should you do?

If you believe a candidate is mentally unwell, your first impulse might be to drop them, but think about it. Remember your role as a recruitment consultant and reserve judgement. Professionals should be defined primarily by their achievements. Try to get to know your candidate and step out of the way of their career trajectory. Give them the chance to talk about them, show interests in who they are.

While, you might be tolerant of issues of mental health, your client may not share that view. In this case, you will have to read avenues of possible behaviours between the candidate and client and go with your intuition.

Finally, whereas historically, employers were allowed to ask about health history before interviews and job offers, now it’s different. The only exception is if a specific ability is required for the role or if absence of a certain ability would result in a health and safety risk. Employees or candidates may disclose at any time before, during or after the recruitment process their mental health condition but deciding to do so is a personal decision.

Get In Touch Today

If you are thinking about moving to a new role with a strong support system, Recruiting Talent can help. We have a huge range of live recruitment roles from leading recruitment agencies, and we’d love to help you get settled into a new job. Get in touch with Julie or Aron today to find out more!

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