Mental health awareness in recruitment

At Talos360, we always aim to bring you the latest insights around recruitment. And if it’s an area that’s not exactly our expertise, we’ll always make sure we partner with someone who has expert knowledge in that field. And in lieu of Mental Health Awareness Week, we’ve partnered with PMAC, the UK’s leading mental health and wellbeing training professionals to bring you the very latest insights into why mental health awareness is so important in recruitment.

Why mental health awareness is so important when recruiting staff

One in four people within the UK will experience difficulties related to their mental health every year. Therefore, it’s imperative that mental health is an active consideration for businesses who want to ensure the wellbeing of their people from the recruitment process onwards. 

For employers, recruiting someone who’s a good fit for the role and the company culture is paramount. However, it’s equally important to consider any support or adjustments that would support the individual to meet their full potential. This is particularly relevant following the global pandemic, which had a significant impact on the mental health and wellbeing of employees.

It’s normal and expected that mental health will fluctuate across the lifespan just as we’d expect with physical health. The benefits of businesses taking proactive measures to support the wellbeing of their workforce are clear: Good mental health is linked to better cognitive functioning, improved problem-solving abilities, increased productivity, and decreased absenteeism.

Overlooking mental health during the recruitment process can lead to several negative outcomes. For example, the lack of consideration for mental health can lead to high staff turnover, new recruits not completing their probation period or not passing probation, increased staff sickness and decreased productivity. Ultimately, both individuals and businesses will be impacted. Furthermore, businesses that fail to provide the necessary reasonable adjustments or who put the mental health of employees at risk face both legal action and damaged reputation.

Employers have a duty of care to their employees. Indeed, taking steps to safeguard their mental health and wellbeing during the recruitment process can help to create a positive company culture. Openly discussing policies related to mental health, support available and reasonable adjustments at the recruitment and onboarding stages can positively influence the culture, promote open communication and foster a supportive and inclusive workplace. 

Understanding how the stress of applying for and starting a new role can impact mental health

Starting a new job can be an exciting time for many people; the prospect of a new challenge and possibly improved living standards is always a good motivator. However, in the midst of this excitement can lie stress and worry – particularly during the recruitment and onboarding processes. Studies have shown that the application process alone can put a strain on both physical and mental health, without even considering the interview process and actually starting the new role.

Job seekers often feel under pressure to make a good impression and prepare themselves to put their best foot forward. However, for people with anxiety, and low self-esteem, trying to highlight their strengths and achievements can feel highly stressful. This stress can present as insomnia, restlessness, and a lack of appetite or energy. Moreover, waiting for responses after submitting applications or attending interviews can be equally stressful, especially if the application has been rejected.

Starting a new role can be equally challenging, especially considering that the first few months are usually the probationary period. Whether meeting new people, learning new skills or finding one’s feet in a new environment; the pressure of making a good impression and mastering new skills within a short time can be overwhelming. Furthermore, the fear of making mistakes, being poorly evaluated by seniors or not fitting in with colleagues can lead to stress, anxiety, and even depression.

Employers can significantly reduce the stress involved in the onboarding process by offering mental health awareness training and support to help employees settle into their new roles. This could include health and wellbeing support, access to a mentor who can offer informal advice and support, access to employee assistance programmes or therapy, as well as setting realistic performance standards for the probationary period.

How to avoid discriminating against prospective employees with mental health difficulties

Discrimination against mental health is a criminal offence in the UK, and it is essential that employers take an active role in addressing it. Alongside the legal repercussions, discriminating against candidates who disclose mental health difficulties puts you at risk of missing out on highly motivated, resilient, and passionate team members.

Educating Yourself and Your Team

The first step to avoiding discrimination against prospective employees with mental health difficulties is to possess mental health awareness and the varied nature of the impact of mental health difficulties. To do this, ensure that you provide your team with the necessary training so they understand how to create an inclusive and supportive work environment.

Avoiding Biased Interview Questions

Interviews are a vital part of recruitment and selection processes, but they can also be biased. Avoid asking personal or medical questions during the interview, including questions regarding mental health. Instead, focus on the candidate’s skills, strengths and how their values fit with the company.

Making Reasonable Adjustments

Employers have a legal responsibility to make reasonable adjustments for employees with mental health difficulties. When candidates disclose mental health difficulties, consider what adjustments can be made to support their mental health in the workplace and during the recruitment process. This could include adjustments to the format of the interview, how and where the interview takes place, and taking breaks, as examples.

Promote a Supportive and Inclusive Workplace Culture

Employers should ensure that their company demonstrates mental health awareness whose culture supports and promotes good mental health practices. To ensure this, encourage open conversations about mental health and be open about support available to staff including policies relating to mental health. By creating a supportive and inclusive working environment, you’ll promote a positive and productive workplace.

The importance of reasonable adjustments in the workplace for mental health difficulties

Employees who are struggling with their mental health can find it challenging to cope with the demands of the workplace. In such instances, employers have a duty to make reasonable adjustments to support their employees to fulfil their duties to their full potential. These adjustments can range from small changes to significant shifts in working practices, designed to reduce the adverse impact of mental health difficulties on employees.

In the UK, reasonable adjustment is covered by the Equality Act 2010. The Act requires that employers make modifications to the work environment, job duties and ways of working.

Reasonable adjustments can take many forms. For instance, making simple changes such as providing a quiet workspace or giving employees the flexibility to work from home when they feel unable to deal with the office environment. Alternatively, you might modify working hours or adjust job descriptions so that people with mental health problems can work at a sustainable pace without being expected to meet overwhelming or unnecessary demands.

Creating a supportive work environment that is conducive to mental and emotional wellbeing also translates into tangible benefits for businesses. For example, creating a supportive culture at work can significantly reduce staff turnover rates, improve job satisfaction and productivity, and enhance workplace harmony.

Importantly, employers should be proactive in this regard rather than reacting to mental health issues when they occur. Employers should create an organisation-wide culture that prioritises employee wellbeing, making it easier for individuals to speak openly about their difficulties and seek help proactively.

Creating a culture of understanding and acceptance

The culture of an organisation significantly shapes the experiences of its employees, customers, and stakeholders. Promoting a culture of understanding and acceptance in the workplace is essential for supporting the well-being of employees and fostering a mentally healthy workplace. Here are some of the means of achieving this…

Mental Health Training for Managers and Employees

Mental health awareness training can help managers and employees understand the signs, symptoms, and impact of mental health difficulties. It teaches how to support colleagues with mental health issues and how to have conversations around mental health. When employees feel that their colleagues have understanding and compassion for them, they can feel safe to reach out for support when they need it.

Encouraging Openness and Honest Conversations

Encouraging employees to have open and honest conversations about their mental health difficulties without fear of stigma or judgement allows employees to take preventative measures to protect their mental health and wellbeing.

Providing Flexible Working Arrangements

Allowing flexibility in working hours and working arrangements is vital in promoting a mentally healthy workplace. Organisations can consider options such as remote work, flexible hours, or job-sharing to enable employees to manage their mental health while still performing their duties effectively. This demonstrates the organisation’s commitment to employee wellbeing and helps create a culture that values work-life balance and mental health.

Active Participation in Mental Health Events and Campaigns

Participating in mental health events and campaigns provides an opportunity to raise awareness of mental health difficulties within the workplace. It can also help to foster a sense of community among employees, promoting a culture of understanding and acceptance.

What can you do as an employer during mental health awareness month to support your employees?

As Mental Health Awareness Month approaches, it’s important for employers to consider how best they can engage with the campaign.

Here are some actions that you, as an employer, can take during Mental Health Awareness Month to support your employees…

Promote an open dialogue about mental health

Encourage your employees to speak to you or someone in management about their concerns regarding their mental health. An environment where employees feel safe and supported can lead to improved mental health outcomes. Offering dedicated 1:1 time during May to discuss wellbeing and strategies to support this gives managers and employees the time and space to reflect and engage in open discussion.

Provide access to mental health resources

There are several initiatives available from different organisations, charities and NHS that employers can access and offer their people. Promoting this information and normalising accessing such services can make a significant difference for employees struggling with their mental health.

Offer mental health training to managers

Providing mental health training to managers is a crucial step towards ensuring that employees are supported effectively. Managers should be equipped with the skills and knowledge to identify the signs of mental health problems and offer relevant support or signposting to employees. PMAC, for instance, offers mental health training for employers and employees alike.

Encourage a strong work-life balance

Having a healthy work-life balance can be essential for maintaining good mental health. Encourage your employees to take breaks, regularly check on their wellbeing and encourage to separate work life from personal life, and avoid overworking themselves. This helps to create a culture that prioritises mental health and reduces burnout.

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