Recruitment Processes And Mental Health > The Process

BACK NEXT
Loading... loading..
 
 

The Process

The following pages will take you through the employment process, demonstrating how to employ new staff while being legally compliant, fair and inclusive in each of these steps. 


Job Design/Review

Advertising/Promotions

Applications

Interviews

Adjustments/Reasonable Accommodations

What the Law says
  • You can’t discriminate directly or indirectly against someone with a mental illness. You need to provide reasonable accommodations to employees unless this will create OSH issues, or it will be unreasonably costly to accommodate that person. 
  • You can’t ask applicants about their history of mental or physical illness, but you can ask them if there is anything that will impact on their ability to do the job.
  • Applicants don't have to disclose mental health problems. However, if they feel safe to do so, this can make your job as an employer easier. It’s up to you!

Possible unconscious bias:

  • Think about your assumptions about ‘suitable’ employees. Are you restricting your employment pool? 
  • Focus on the job tasks and skills, not the personality of the employee.
  • Formal qualifications are no guarantee of competence. People can acquire skills and knowledge in many ways.

Being Inclusive

  • Make all your employment processes clear and transparent. This applies to job descriptions, advertising and interviewing.
  • Treat everyone equally. 
  • Focus on skills and tasks. 
  • Be willing to accommodate differences during your recruitment processes.
  • Make it clear that you are willing to accommodate differences.

The A to Z Guidelines for employers and employees about pre-employment was compiled from frequently asked questions and enquiries and complaints made to the Human Rights Commission. The Guidelines have been compiled to help employers, recruiters, and job-seekers who want to comply with the Human Rights Act 1993. 

Workable: Recruiting new staff

MBIE: Employment Relations

The information on this site has been developed to help employers to prepare the recruitment process so that you don’t miss the potential offered by disabled people. 

In this section: 

  • Why hire people with a disability?
  • Job specification
  • Recruitment agencies
  • E-recruitment
  • Interviewing
  • Induction into a new job

Recruiting and selecting talent

Equal Employment Opportunities Trust

This toolkit outlines how to evaluate your recruitment procedures and develop a recruitment process that ensures you are tapping into the skills, experience and energy your organisation needs.


Employers toolkit › Tips on recruitment process

Like Minds Like Mine

Information for Employers and employees around recruitment.


Community Law- Employment Law

Community Law New Zealand

Free information including a community law manual on the law, including employment law, human rights law and access to teaching resources.


Employment legislation overview

Equal Employment Opportunities Trust

This pdf document is an overview of legislation related to employment. For specific employment cases refer to the Human Rights Commission (0800 496877), a lawyer, the Employment Relations Service (0800 800863) or the actual printed Acts.


Employment Relations

MBIE: Employment Relations

The New Zealand Ministry of Business, Innovation & Employment Website (Formally the Department of Labour) with comprehensive information on Employment relations practice and law. Includes information on: Employment rights, Pay, Leave, solving problems, ending employment relationships, best practice, employment law and recruitment. Minimum employment rights information is available in multiple languages.

 
Mental Health Foundation
Powered by Vital English