I would fit into the 'potential employers' part of your comment, having hired <50 people in the last 12-18 months (and 100's total in my time). If I got a candidates name, and Google'd them (which I always do) and a blog post like this came up: it would have no negative effects on my view of that candidate.
In fact, I would prefer a candidate who knows their limits and is obviously willing to communicate them. I would view a person who would publicly talk about a subject that few others in their position do as someone I would want on my team, as I would view them as more likely to not only push when their workload/lifestyle is becoming unhealthy but would actively help in recognising it in others who maybe wouldn't talk it so readily.
Frankly any organisation that would view something like this as negative is one I would council no one to want to work with.
Unfortunately, there are still many bosses who would be put off by a mental health issue in someones past though.
In a former role, I interviewed a candidate who cited burnout as one of the reasons for a career change a few years earlier. After the interview my boss (who was in the interview) made a big thing about how that put him off. I think it was his main reason for rejecting the candidate.
It is important we do talk about these issues though. At the time I did not feel able to say "that's not ok" to my boss in the same way that I might if he had been put off by the candidate's sexuality. I should have.
You can't know for sure who looks at your resume. There could be obnoxious people at even the best of companies. Maybe if everyone stopped improving their CVs the problem would go away, but that's hard to do when you're living off your last paycheck.
Agreed. I am a supervisor at work, so I do hiring. I would not be turned off to a candidate because of a blog post like this, I would see it as a sign of maturity rather.
But I also work at a company where 40 hour weeks are the norm.
+1 If something is wrong it is better to know, rather than to have it fail silently. Unfortunately weakness/failure still seems to be stigmatized/feared by some people.
I would fit into the 'potential employers' part of your comment, having hired <50 people in the last 12-18 months (and 100's total in my time). If I got a candidates name, and Google'd them (which I always do) and a blog post like this came up: it would have no negative effects on my view of that candidate.
In fact, I would prefer a candidate who knows their limits and is obviously willing to communicate them. I would view a person who would publicly talk about a subject that few others in their position do as someone I would want on my team, as I would view them as more likely to not only push when their workload/lifestyle is becoming unhealthy but would actively help in recognising it in others who maybe wouldn't talk it so readily.
Frankly any organisation that would view something like this as negative is one I would council no one to want to work with.