How Employers Can Prioritise Mental Wellbeing During Job Interviews

Unpopular opinion: job interviews don’t have to be scary!

This Mental Health Awareness Week, we’re sharing our tips on levelling up your hiring process by prioritising mental wellbeing.

As experienced recruiters, we’ve seen countless different approaches to the interview process but know one trick that really makes an employer stand out.

Understanding the needs of your candidate can be the difference between them accepting or declining your job offer.

Prioritising their mental wellbeing will not only make the process smoother, it will positively affect your brand reputation and staff retention.

Here are some simple tips to help ease those pre-interview jitters and ensure every candidate feels comfortable and confident during the hiring process.


Mental Health Awareness Week Twenty2 Recruitment Consultancy




Be sure to check in with the candidate before the interview and send across all the information they might need.

Remember to be specific about location, the time they need to arrive, who they will be meeting and where, and any important information that would be good to know.


Consider any additional needs

Interviews can be nerve-wracking for many people but for those with mental health conditions, they can feel impossible.

Ask your candidates if they need additional support in the lead-up to the interview. Would they like a copy of the interview questions in advance or someone to meet them at reception when they arrive? This can support the candidate to perform better.


Follow up promptly

Immediately after the interview, let the candidate know when you will be in touch with the outcome.

Don’t ghost! Not getting back to a candidate quickly after the interview not only weighs on their mind, but can be frustrating and can affect their decision to accept the job.


Send a considered rejection email

Rejection can take a toll on the mental health of a candidate and this shouldn’t be overlooked.

Offer detailed feedback on their interview and the reasons behind their rejection. Also offer a follow-up call to chat informally about their interview, providing constructive advice on their performance and career aspirations.


Additional resources for employers

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