Anxiety is extremely common, with around 8 million people in the UK experiencing an anxiety disorder at any given time, according to Mental Health UK. Young people are also suffering from anxiety at higher rates than their older counterparts.
As an employer, therefore, you are very likely to encounter candidates with anxiety in the course of your recruitment processes. Anxiety can be debilitating in the already stressful job-hunting process and can hold talented young people back from landing jobs. But, there are things you can do to lessen their stress and make your recruitment and hiring processes more anxiety-friendly.
Here are seven of our top tips:
Provide as Much Information as you Can Upfront
A lack of information can feed anxiety, so provide your job candidates with as much information as you can in advance of the interview. This includes:
- Letting them know where they will need to be and what time
- Information about transport and parking
- The format the interview will take, and how long they will be there
- Information on the dress code and
- Documentation they should bring
This is good practice for all candidates as it allows them to relax, know what will happen, and feel safe knowing they are prepared.
Provide Sample Interview Questions in Advance
One of the most stressful parts of any interview process is not knowing what you might be asked. For candidates with anxiety, this can be magnified and lead to either over or under-preparing.
You can take the guesswork out of the situation by providing some or all of your interview questions in advance. Alternatively, a sample selection of the kind of interview questions you will ask can help put candidates’ minds at ease.
Candidates perform better when they are not put on the spot and have a chance to prepare, particularly if they also suffer from anxiety. Providing interview questions is not “cheating”, but a useful tool to help anxious candidates put their best foot forward on the day.
Top tip: this strategy is particularly useful for questions such as “tell us about a time when…” as it can be difficult for anxious candidates to come up with compelling examples when they feel put on the spot. Providing additional background information about your expectations such as how long candidates’ answers should be is also helpful.
Give candidates a choice of interview format
Some candidates prefer video interviews which they can conduct from the comfort of their own home. Others find being on camera hugely anxiety-inducing and would prefer to meet in person. This is a very personal preference, so wherever possible it is a good idea to offer multiple interview formats and offer candidates the choice.
Some employers offer this choice but then consciously or unconsciously give preference to candidates who opt for in-person interviews. If you are going to give candidates a choice of interview format then it is essential to make sure they are truly on equal footing regardless of which option they choose.
Build rapport
Even the most well-prepared candidate is likely to be nervous before an interview, and this is especially true for those who suffer from anxiety. You can help them to relax by using some simple rapport-building techniques.
Smile, introduce yourself and the rest of your interview panel, welcome them to your organisation, and thank them for coming. Offer them a drink and make friendly conversation about easy topics, such as how they travelled to you or what their plans are for the rest of the day before you dive into the main body of the interview.
If a candidate’s application has revealed any commonalities–for example, perhaps you share a hobby, attended the same university, or know someone who also works at one of their previous workplaces–this can be a great way to break the ice and get them talking about a topic they feel comfortable with.
Use supportive language and body language
You can put an anxious candidate at ease simply by responding to them in a supportive way. This includes both verbal and non-verbal communication cues.
Verbally, you can use words and phrases such as “thank you for sharing that,” “that’s really interesting”, or “that’s a great insight” where appropriate. Of course, ensure all praise and positive feedback you give is genuine. Positive body language includes maintaining an open posture, smiling, making eye contact, and nodding to show that you understand their points.
Follow up afterwards
For candidates with anxiety, the time after a job interview can be as daunting as the interview itself as they wonder how they performed and wait to hear back. You can help to ease this anxiety by following up as soon as possible.
Thank them for their time and say that you enjoyed meeting them. If you can, personalise your follow-up by mentioning something specific from their interview. You might say something like “I was really impressed by your work on Project A in particular.”
Finally, give them as much information as you can about the next steps. When can they expect to hear from you and what format will that contact take?
Ask about needs and adjustments
All candidates’ needs are different, and this is particularly true when mental health conditions such as anxiety are at play. The best way to know what candidates need is to ask them. Ask all candidates about any adjustments they may need, and be explicit that you are including mental health-related needs as well as physical disability needs. You might say something like: “Please let us know if there are any adjustments you need to make the interview process accessible and as stress-free as possible. This includes adjustments to accommodate for neurodivergence and mental health needs (e.g. anxiety) as well as physical access requirements.”
This has the added advantage of showing candidates with anxiety that you care about them in your organisation, making it a more appealing place to work and attracting a more diverse candidate base.
Further your knowledge: How to make reasonable adjustments for interviews
