call hr writes:
We understand that supporting staff with mental health issues at work continues to be a challenge, and for some, it is a conversation that could be regularly avoided, whether that is for existing employees or during the recruitment process.
There are many factors that have an impact on our mental health, and it is impossible to disentangle the impact of various factors which do. It is in all our interests to actively support staff with mental health problems, whatever the original cause or trigger.
Our experience shows us that a lot of energy is focused on getting the support right during the employment relationship, which is excellent.
There are numerous aspects of the working relationship that will impact on mental health and one key aspect is recruiting the right colleagues to the right jobs.
So what does this mean…? It means:
- Ensuring your job profile accurately describes the job
- You assess behaviors, motivators and aptitudes as part of the recruitment process – and it should be tailored to the job
- Your induction is tailored to the candidate and not a standard ‘sheep dip approach’
- Managers use the information gained during the recruitment process to support the new colleague settle in to their role and the organisation
and most importantly, you should take your time in the recruitment process to find the right person.
One approach that we have had proven success with at call hr is profiling candidates against specific job descriptions. Again, not a ‘sheep dip’ approach.
We use a profiling tool that helps employers make informed decisions by combining latest research on behavioural science, cutting edge technology with collaborative expert consulting.
If you would like to more about the only profiling tool that is tailored to your role, and take a recruitment approach that will mean a happier work life and definitely help reduce the risk of stress, then email Jo Lee or Sam Sales or call us on 01223 828658
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