Inclusive Recruitment Process > Interviews

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Interviews

Apply the Legal Framework[1-6]

  • It is unlawful to treat someone differently (subject to certain exceptions) because of mental health problems.
  • Complaints will be accepted if there is evidence a person has been treated differently because of mental health problems and the treatment resulted in a disadvantage.
  • Questions should be designed to find out if an applicant is able to do the job.
  • Ask all applicants the same questions and focus on areas that are essential elements and requirements for the job.  
  • An applicant does not have to disclose mental health problems if it does not prevent them from carrying out a job satisfactorily.
  • Employers can ask if there are any medical or physical conditions or disabilities that might prevent a person from carrying out the work to a satisfactory standard.
  • Indirect discrimination is prohibited. Interview questions and application processes can only state specific characteristics as part of the qualifications for the job if there is a genuine reason for doing so.

Beware of Unconscious Bias[3, 5-8]

  • Only ask about essential characteristics to fulfil the job or in order to meet safety requirements.
  • Only compare applicants based on their skills and abilities to do the job, not on whether you liked them or not.
  • Ensure questions allow applicants to demonstrate where they gained skills and abilities in a range of contexts.
  • Avoid jumping to conclusions about the applicant you are considering for a job.
  • Ensure interview staff are aware of reasonable accommodations practice and policy.

Demonstrate Inclusive Practice[3, 5-8]

  • Ask all applicants if they need any accommodations, if they would like to bring support people, or have any questions about the interview process.
  • Use a structured process that tests skills, knowledge, and experience needed to undertake the role.
  • Create questions relating to the job from the job description to ask of all applicants.
  • Use a selection panel when practical.
  • In order to short list applicants use a selection form based on responses to the same questions.
  • Ensure that questions allow for experience and skills to be demonstrated from a range of places not just other employment settings.
  • Do not assume that you will need to make accommodations or adjustments in the job.
  • Ask all applicants what will help them perform best at the role.
  • Where practical, give constructive feedback to those who miss out on a role, especially if reasonable accommodations have been discussed.
Everyone has different life experiences, so give all applicants opportunities to show what they can bring to the role.

References

  1. Stephens, M. and B. Caird, Countering Stigma and Discrimination: Organisational Policy Guidelines for the Public Sector. Wellington. 2000, Mental Health Foundation New Zealand: Wellington, New Zealand.
  2. Ministry of Business, I.E. WorkABLE for employers. 2014  [cited 2014 October]; Available from: http://www.dol.govt.nz/er/workable/employers.asp.
  3. Equal Employment Opportunities Trust. Diversity Toolkits: Employing disabled people.  [cited 2014 October]; Available from: http://www.eeotrust.org.nz/toolkits/disability.cfm?cache=455701.
  4. Equal Employment Opportunities Trust, Employment legislation overview, Equal Employment Opportunities Trust, Editor.
  5. Employers' Forum on Disability and Workbridge, Manager's guide: A best practice approach to working with disabled employees. 2007: Employers' Forum on Disability.
  6. Workbridge. Workbridge - Real jobs for people with disabilities. 2014; Available from: http://www.workbridge.co.nz/?page=1.
  7. Mind., Mental health in the workplace: an employers guide. 2010, Mind: London, England.
  8. Working Women’s Resource Centre, One in Five: A Guide for Representing & Supporting Workers with Experience of Mental Illness. Working Women’s Resource Centre: New Zealand.

[1] Mental Health Foundation Of New Zealand,Return to Work: Returning to work after experiencing mental illness and other mental health issue. 2007, Auckland, New Zealand: Mental Health Foundation Of New Zealand.

[2] Jameson, A., Disability and employment: review of literature and research. 2005, Equal Employment Opportunities Trust: Auckland, New Zealand. P.6

Interviews

Discrimination may be the biggest barrier faced by people with mental health problems.[1]

  • An interview offers the opportunity for people to demonstrate how they can do the job.
  • Assumptions about the impact of symptoms on abilities are unhelpful as everyone's experience is different.
  • To get the best talent be clear about what you are looking for and ask questions focused on the essential skills.

“When asked how employers could be more supportive of people with a disability during the recruitment process, three-quarters of respondents said employers should focus on the abilities and attributes of the potential employee rather than their disability. It was suggested that having a person with a disability on the interview panel could be a step towards overcoming attitudinal barriers and would put the job applicant at ease.

More than a third of respondents felt that work placement opportunities and the use of an EEO logo or statement in job advertisements were useful.

Three out of four respondents indicated that a change in attitude and a focus on skills and abilities of interviewees was the key way of supporting people in the recruitment procedure.“[1]

This iconis located in the top right-hand corner of the page. Click the icon to read more about Avoiding discrimination or bias in Interviews.

Then answer the questions below. 

 


     
  • 1:Job interview questions should be designed to:
    Identify the personality type of applicants.
    Make applicants feel uncomfortable to see how they deal with stress.

    Weed out anyone with mental health problems.

    Find out if an applicant is able to do the job.
  • 2:Which applicants should be asked if they want a support person at their job interview?
    None. If they want one, they will ask.
    All applicants.
    Applicants who state they have existing mental health issues.
    Applicants with CVs that raise the suspicion they may have existing mental health issues.
  • 3:When should feedback be given to applicants who failed to secure a job role?
    Whenever practical, especially if reasonable accommodations have been discussed.
    When the applicant phones to ask for it.
    Only when less than 20 people have applied for a role.
    When the applicant is foreign.
Mental Health Foundation
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