Mental Health Issues and the Interview
I sat down with my new client, a young woman in her late twenties, explaining that for our first meeting I would be interviewing her about her life – her background and education from early days, her work history in detail, her interests, and her relationships. I hoped that she would be as candid as possible so that I could be most helpful. She nodded and we got started.
Leslie told me how she had struggled with ADHD her whole life and how much it had impacted her school record and follow-on college choice, her employment history, and personal decisions. She became emotional when she talked about being laid off during Covid and taking a menial job caring for a sick family member until she died. She was articulate, clear-headed, smart, and hard-working, and her life up to this point had been circumscribed by a disorder she had fought to contain. She was in my office because she was stuck in a holding pattern, having trouble making sense of her skills and talents and how they might lead to a career choice that would maximize her potential.
Leslie’s story mirrors the experiences of clients I work with every day. Depression and anxiety increased exponentially during Covid and today, according to the Anxiety & Depression Association of America, just under 20% of adults today suffer from anxiety. According to the organization Children and Adults with Attention-Deficit/Hyperactivity Disorder (CHADD), almost 12% of teenagers are diagnosed with ADHD. ADHD and anxiety frequently go hand in hand.
A Framework for Candidate Interviews
As these issues have become more commonplace among my client base, I’ve worked to develop frameworks for how my neurodiverse clients should approach discussing their backgrounds with employers. In tandem with my guidance for clients with challenges from ADHD, dyslexia, and autism, to depression and anxiety, I’ve been reaching out to hiring managers and talent acquisition experts to devise a playbook of sorts for how to manage the interview process and whether to disclose a disability or mental health issue upfront. Here I’ll share my own advice as well as that of other experts, to begin the dialogue.
An executive at a Fortune 500 consumer goods company mentioned that Procter & Gamble is actively seeking to hire neurodiverse candidates and in fact, has a recruitment site catering to those individuals. They are not alone. In the spirit of spreading awareness as a competitive advantage, many companies are actively recruiting candidates with Autism and other neurodiverse conditions.
Candidates with less visible challenges, however, have the option to reveal or not. This particular executive told me, “As an interviewer and hiring manager, I’d be delighted to have more information about people if they were willing to disclose it. What I care about is their ability to deliver value. I’m not looking for candidates to divulge personal information; I just want them to be honest about their capabilities.”
The head of talent for a 500-person company told me that she finds it positive when a candidate explains a resume gap by sharing that they were going through a difficult period and took time off for self-care. She appreciates that candidates are interviewing with the goal of finding a supportive work environment and are gauging employers’ reactions to their personal difficulties.
Larry Stybel, a Boston-based psychologist and retained search consultant, suggests, “Instead of hoping the company never discovers your issue, go on the offensive and bring it to the fore. But only if it can impact your job. If you have a noticeable disability, such as a language processing disorder, the interviewer wants to know whether it affects your cognitive ability. Make a bit of a joke to lighten the atmosphere, so your audience is right there with you.”
When I asked Larry what he would recommend for someone with ADHD, he said he would be inclined to bring it up. ADHD can be considered an unusual strength, shared by Albert Einstein, Bill Gates, and Richard Branson. He proffered telling the interviewer, “My thinking is different. Thinking differently can be good. When I’m with you, I’m really with you, and you know it. I can be very effective in sales, in one-on-one conversations. I’m intensely creative. But don’t give me a 25-page memo and expect me to read it in 10 minutes and give you a response.”
A partner at a New York City-based staffing agency shared how frustrated she sometimes feels that those on her team don’t disclose their disorders or mental health challenges. She commented that organization, time management, and prioritization are so important in most jobs and that often those deficits don’t come up until after the candidate is hired – both at her firm and those of her clients. Adhering to compliance issues around “the protected classes” is such an important priority for any recruiter, and unless a candidate brings it up, there can be no discussion of the nuances of fit. It’s critical for candidates to target the kinds of jobs that will cater to their strengths, not highlight their weaknesses, and yet that often gets lost in the pressure to get an offer.
Employers come in a lot of different flavors, and my interview subjects divided neatly across generational lines, leaving whether to disclose an issue, assuming it’s not obvious, an ongoing question. Most Baby Boomer senior management I spoke with expressed a “This is business” attitude about discussing learning or mental health challenges, stating they would hire the candidate presenting the least amount of friction, all things being equal. While that appears to be the prevailing attitude, what if disclosure can help your case? How much data can you gather about your interviewer in advance to help guide your decision? This is where some good investigative research can come in.
Nancie Whitehouse, principal of Whitehouse Advisors and expert on recruiting and retention, recognizes the increased openness among younger people and their desire to bring more authenticity to work. “In looking at jobs,” she says, “Find out if they have a mental health program in place. If they don’t, it’s a bit of a harder battle. Do your homework first to see if inroads have already been made there. The good news is, there really has been a decrease in the stigma around mental health.”
Back to my client, Leslie. Together we decided it made sense to her story to communicate the struggle ADHD had presented during all phases of her life to date. It enabled her to share with interviewers the impressive set of tools she had created to help herself stay on track. It showed self-awareness and growth. And coupled with a strong idea for a new type of NGO, her story helped Leslie land a role in donor relations at an international cultural organization. This week she’s in Paris helping manage their biggest event of the year. And she’s taking her medication and staying on track.
What has been your experience with disclosing a challenge, or not? I’d love to hear from you here.
And, if you or someone you know is a late-stage college student or recent grad, and struggling with launching a career, check out my new course: The Ultimate Course For Getting a Job in Your 20’s. With 8-10 weeks of focus, you’ll learn the ins and outs of developing your career and finding a job worthy of you. Reach out here with any questions!