Why Recruiters Must Prioritise Mental Health

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Why Recruiters Must Prioritise Mental Health in the Hiring Process

Job hunting can be an emotional rollercoaster. For many applicants, it’s not just about career advancement, it’s about survival, stability, and dignity. Yet far too often, candidates are left in the dark, ignored for months or indefinitely “ghosted” after investing time, energy, and hope into their application. The silence can be deafening, and detrimental to mental health.

Recruiters and hiring managers must acknowledge their moral and professional responsibility to reduce harm and uphold human decency. Mental health isn’t a “perk”, it’s a human right.

The Psychological Impact of Being Ghosted

When applicants don’t hear back from recruiters, they are left to ruminate.

• Was I not good enough?
• Did I say something wrong in the interview?
• Is there something wrong with me?

These self-doubts can intensify anxiety, depression, imposter syndrome, and feelings of worthlessness. For individuals already struggling with their mental health, or those living with disabilities, the emotional toll of being ignored can be devastating.

Recruiters must understand: the absence of communication sends a message. And it’s often a damaging one.

Why Professional Leadership Must Start With Respect

Leadership is not just about ticking boxes on diversity and inclusion checklists—it’s about taking real action to represent your organisation with integrity. If recruiters do not respond, communicate, or treat applicants with respect, they are failing not only the applicants but also the reputation of the company.

Applicants remember how they are treated. Word spreads, particularly on professional networks like LinkedIn, Glassdoor, and in industry-specific forums. A company that tolerates silence or ghosting at the application stage is viewed as disorganised, unkind, and unprofessional.

If leadership in recruitment isn’t compassionate, transparent, or consistent, how can the company claim to foster a positive work culture?

A Simple Solution: Communication and Compassion

Recruiters can and should take steps to alleviate applicant stress. It costs nothing to show humanity. Consider the following best practices:

1. Set Clear Expectations

Let applicants know the timeline upfront. A simple line in the job post such as “We aim to respond to all applications within 14 working days” can ease unnecessary anxiety.

2. Use an Autoresponder

Even an automated email acknowledging receipt of the application shows basic courtesy. Add a disclaimer that informs applicants whether they will hear back only if shortlisted, or if all will receive a response regardless.

3. Provide Closure

If a candidate isn’t moving forward, tell them. A brief email that says “We appreciate your application but have moved forward with other candidates” is better than silence.

4. Offer Constructive Feedback

Not every company has the capacity to give personalised feedback—but where possible, constructive comments can help applicants learn and grow. This empowers them and demonstrates leadership that goes beyond the bare minimum.

5. Acknowledge Mental Health

Include a brief mental health disclaimer:
“We understand that job hunting can be emotionally demanding. If you are struggling, we encourage you to reach out to mental health support services. Your well-being matters.”

This shows emotional intelligence and social responsibility.

The Bottom Line

Recruiters have an immense impact on people’s lives. It is not just about filling vacancies, it’s about how people are treated in the process. When job applications are handled carelessly or thoughtlessly, it chips away at people’s confidence and contributes to a culture of silent suffering.

If your recruitment process doesn’t reflect leadership, inclusion, and compassion, then you’re not just missing out on good candidates; you’re failing to represent your company in a good light.

Conclusion

It’s time for a new standard in recruitment, one where mental health is considered, communication is consistent, and silence is replaced with support. Even a small action, like an autoresponder or a kind rejection email, can make a world of difference.

Personal Story: One Action Can Change a Life

Sometimes, it takes just one proactive step to change someone’s future. Around 40 years ago, before the days of the internet and social media, people had to physically visit jobcentres or scour the newspaper for employment opportunities. At the time, my ex, who was working in social services, mentioned he wanted a job in a bank. One day, while at the local jobcentre, I spotted a vacancy and decided to apply on his behalf.

Two months passed with no word, so I took it upon myself to follow up with a phone call. That one call secured him an interview. He got the job and, over time, climbed the ranks to become a regional manager. All of this happened because I took initiative. His entire career path, and the success that followed, was shaped by a moment of action and care on my part. Everything he achieved was, in many ways, thanks to me.

This story serves as a powerful reminder that empathy, follow-through, and simple human connection can change the course of someone’s life. In today’s digital age, we must not forget that behind every job application is a person hoping for a chance.