Mental Health Awareness Week: Promoting mental wellbeing in recruitment

With Mental Health Awareness Week coming to a close, here at BOSS, we’re looking specifically at mental health in the recruitment industry- in particular, how employers can/should promote mental well-being in the workplace.

Of course, most jobs generate a certain level of stress that can fluctuate from time-to-time, and recruitment often demands a high-pressure environment where consultants face long hours, tough expectations and targets – or sadly, run the risk of being shown the door. Graduates, consultants, managers and directors who work in staffing could be at a much higher risk of either developing a mental health condition or making an existing one worse.

Surveys by the Stroke Association charity suggest that 82% of employees in the recruitment sector regularly feel stressed at work. But tackling these institutional issues head-on creates a healthier, happier workforce, and an atmosphere that promotes openness, honesty and support will prove critical in achieving this.

So, what can be done to support employees and create a (mentally) healthier workplace?

Environment..

Recruitment is fast-paced, with huge pressure and challenging targets to meet. No matter how we try and sell it, we all know the job involves dialling numbers on the phones, closing deals and networking – often all at the same time. An individual’s success is entirely driven by their daily inputs, therefore, in a competitive environment you see consultants working longer hours to find that edge against their peers and competitors.

Staying active, getting away from your desk, and having the option of working flexibly can be really effective when it comes to combating stress. Employee perks, such as unlimited holiday, flexible working hours, and creative workstations can help provide respite from the day-to-day grind.

A better work-life balance can positively impact sleep, memory, negative emotion, sleepiness, fatigue and exhaustion, which can all contribute to mental health issues in the workplace.

Targets..

One of the most important things employers can do to support their workers is setting targets that are achievable and can be met within a realistic time-frame. Targets set well above the individual’s ability can easily cause undue stress.

With this in mind, taking a personalised approach with targeting and measuring an individual’s personal development will prove vital. It’s really important to recognise that not all employees will perform in the same way and everyone will have different strengths and weaknesses. So, using a standard approach for all won’t necessarily work and could end up causing more stress and pressure than is needed.

Exercises..

When you work in an office, it’s very easy to fall into the habit of sitting at your desk for hours at a time without moving and eating your lunch in front of your computer. But to keep stress at bay and stop it turning into a more serious mental health condition, it’s important to take regular breaks and make the most of a lunch break.

Whether that’s by encouraging people to use the gym during their lunch break, cycling to and from work, or even scheduling inter-business football after work one evening a week, these can all go a long way in boosting mental health and helping employees to stay happy and focused.

Light..

Another simple way of avoiding stress and mental health issues is to ensure that the office is bright and well-lit. Usually known as winter depression, SAD (seasonal effective disorder), tends to hit you when the days are shorter and darker, as the body produces more melatonin, and less serotonin – meaning we’re more likely to feel down, de-motivated and less alert.

Having natural light and well-lit working areas can counteract this. It’s fairly well documented that light will cause the brain to reduce its melatonin production but increase serotonin levels, which helps us to feel happier, more focused and productive.

Know what to look for..

Someone can be struggling with mental health and the pressures and stresses of work long before they come to realise it themselves, let alone openly discuss it. If training managers recognise the symptoms of mental illness and burnout, making team leaders aware of the signs of initial problems, this can really help the individual to deal with the underlying problems, and can help them to manage their work-life balance, look after themselves and ultimately, mitigate against any long-term damage.

Mental health is a complex subject and sometimes there are no quick fixes – but on average, one-in-four people in the UK will have a mental health problem at some point in their lives. Recruitment companies should think about moving away from the dark ages of long hours, unrealistic targets and a revolving door of consultants, and instead, focus instead on creating a work culture that promotes a better sense of wellbeing. The bottom line being a healthy business doesn’t always have to be about you profit margins..