Unsuccessful job applicant awarded £7k due to interview anxiety

An unsuccessful job applicant has been awarded £7,720 after a tribunal found that a hospital failed to make reasonable adjustments for her anxiety during the recruitment process.

The candidate had applied for a managerial role in pathology at a specialist cancer hospital. She was not selected after interview, with feedback indicating that another applicant responded to questions more clearly and concisely.

A tribunal later ruled that the employer should have reconsidered whether the candidate’s mental health condition affected her interview performance before proceeding with the hiring decision.

The panel had relied heavily on interview communication skills, which the tribunal found placed the candidate at a disadvantage. It concluded that the employer should have reviewed her score in light of her condition and that failing to do so amounted to a lack of reasonable adjustments.

The applicant had initially indicated on an equal opportunities form that she did not have a disability, although she did mention a mental health condition. She did not request any specific adjustments before the interview.

On the day, the interview began late, reducing the time available. She was ranked third out of six candidates. Feedback suggested she performed well overall and was considered suitable for the role, but was narrowly outperformed by another candidate.

After the interview, the applicant contacted the organisation to explain that the delay and time pressure had worsened her anxiety, which affected her ability to think and communicate clearly.

When the top candidate declined the offer, the role was given to the second-ranked applicant without reassessing the original scores. The tribunal found that the employer was aware of the potential impact of the applicant’s condition but did not revisit its evaluation at that stage.

It also noted incomplete record-keeping, as scoring sheets from one member of the interview panel were missing.

The case highlights the importance for employers to remain alert to the need for adjustments throughout the recruitment process, particularly when new information becomes available. Decisions should be reconsidered in light of any disclosed conditions, and additional steps, such as offering another interview, may be appropriate.

Should you wish to undertake a review of your recruitment process, contact 121 HR Solutions at enquiries@121hrsolutions.co.uk.

Unsuccessful job applicant awarded £7k due to interview anxiety

121 HR Solutions Ltd