Recruitment Processes And Mental Health > Interviews

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

[2] Shift, Life in the Office: The Interview. 2009: United Kingdom.

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

Interviews

'The greatest barrier in a job interview for people with mental health problems is not being allowed to prove their effectiveness.' [1]

  • An interview offers the opportunity for people to demonstrate how they can do the job.
  • Assumptions about the impact of previous illnesses are not helpful.
  • Be clear about what you are looking for, and ask questions focused on the essential skills.


This video highlights the stigma and discrimination that can occur when interviewing applicants with mental health problems.[2] (viewing optional) 

“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.“[3]

 
Mental Health Foundation
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