Trauma informed practice should start before someone is hired

The way an organisation recruits offers candidates an early insight into its culture. For employers in mental health and community services, it is an opportunity to demonstrate the respect, transparency and care they expect their teams to bring to their work.

Mental Health Month takes place each October in NSW. The 2026 theme, “A little connection goes a long way”, highlights the value of everyday connection in supporting mental wellbeing. For employers, we believe that message has a practical application: connection begins with the first conversation, well before someone joins the team.

Bringing trauma informed principles into recruitment

NSW Health describes trauma-informed care through principles including safety, trust, choice, collaboration, empowerment and respect for diversity. Applying those principles to recruitment means considering how candidates experience each stage, from reading a job advertisement to receiving a decision.

Employers do not need to know someone’s personal history to create a respectful process. Clear information, thoughtful questions and consistent communication can be offered to every candidate. The following are practical ways we suggest putting those principles into action.

Make the process clear from the beginning

Explain the recruitment stages, who will be involved, the likely timeframe and any assessments or checks. Before an interview, share its format, expected duration and the names and roles of the interviewers. If the timeline changes, let candidates know.

Be equally transparent about the position itself. Discuss workload, supervision, on-call expectations and the support available when the work involves distressing situations. Candidates need enough information to decide whether the opportunity is right for them.

Create space for candidates to show their capabilities

A welcoming interview begins with introductions, a clear explanation of what will happen and time for questions. Ask candidates whether anything would help them participate fully, such as an accessible venue, a break or receiving questions in writing.

Allow time to think before responding. Where appropriate, share key topics or questions in advance and use clear, role-relevant scenarios. Assess evidence against consistent criteria: a confident interview style should not become a substitute for sound professional judgement, experience or practical skills.

Nerves, pauses or differences in communication style should not automatically be treated as a lack of capability. Avoid assumptions based on eye contact, accent or how readily someone speaks about themselves.

Respect personal boundaries

Questions should focus on the requirements of the role and the candidate’s ability to meet them. Candidates should not feel pressured to disclose experiences of trauma to demonstrate empathy, resilience or commitment to the sector.

For designated peer or lived experience roles, explain the relevant requirements sensitively and in advance. Focus on how someone would draw on lived experience professionally, including boundaries and safe sharing, without expecting a detailed account of traumatic events. Give candidates control over the level of personal detail they share.

Keep communication human and consistent

Acknowledge applications, explain next steps and follow through on agreed updates. After interviews, provide timely outcomes and useful feedback wherever possible. Even when someone is unsuccessful, they should leave with a clear understanding of the decision and a sense that their time was respected.

Invite feedback on the recruitment experience too. Asking what helped someone participate, and what could have been clearer, can reveal changes that are easy to overlook from the employer’s side.

Carry the same approach into onboarding

The experience should continue after an offer is accepted. A clear induction, introductions to colleagues, agreed check-ins and an explanation of supervision and support help turn recruitment conversations into everyday practice.

Candidates will notice whether the support described during an interview is reflected in the workplace they join. Recruitment and onboarding should therefore be planned together, with clear ownership of the handover.

A practical starting point this Mental Health Month

Review one recent recruitment process from the candidate’s perspective. Could they understand what would happen next? Did they have a fair opportunity to demonstrate their skills? Were their boundaries respected? Did communication reflect your organisation’s values?

At HiTalent Recruitment, we believe recruitment should be human-centred, respectful and inclusive. How we treat people during recruitment says a lot about the culture we are inviting them to join.

This Mental Health Month, a thoughtful conversation, a clear update or a little more time to respond is a practical place to start.

Looking to recruit across mental health and community services? Connect with HiTalent Recruitment at hitalent.com.au to discuss your team’s needs.

Sources

NSW Government — Transcultural Mental Health Centre: Mental Health Month and the 2026 theme.
https://www.nsw.gov.au/departments-and-agencies/transcultural-mental-health-centre/news/mental-health-month

NSW Health — What is trauma-informed care?
https://www.health.nsw.gov.au/mentalhealth/psychosocial/principles/Pages/trauma-informed.aspx