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Concepts, Inc. communications specialist Carolyn VanBrocklin discusses built-in accessibility features of various social media platforms and what employers can do to make their pages even more inclusive and accessible.

Powers Pyles Sutter and Verville principal Bobby Silverstein makes the case that ICT accessibility is a gateway civil rights issue and that universal design will improve employee productivity across the board.

GettingHired’s disability talent and branding solutions expert Ryan Carroll shares how his company ensures their website is accessible to people with disabilities and how other employers can do the same.

Minnesota’s Chief Information Accessibility Officer Jay Wyant lists specific areas of concern that job applicants with disabilities often face when it comes to online applications.

PEAT Project Manager Corinne Weible answers the common question of “What is the difference between accessible technology and assistive technology?”

So you are interested in ensuring that your eRecruiting systems are accessible. You understand that this will widen your candidate pool and ensure you get the very best applicants for each position. So now what? We at Forum One have thought long and hard about this topic and want to share what we have learned.

If you're one of the many employers adding digital interviews to your tool chest of eRecruiting technologies, you're not alone. According to a 2015 survey conducted by Korn Ferry1 71% of employers use real-time video interviewing and 50% use video interviews as a way to narrow the candidate pool. These new breeds of job interview—conducted over the Internet, often through videoconferencing—are attractive options due to their ease and cost-effectiveness.

With proper planning and consideration, you can ensure that all job seekers are able to access and experience your recruiting videos, webcasts and live events. 

More and more employers are using social media platforms like Facebook, LinkedIn, and Twitter to advertise job postings and promote their companies, while job seekers are using them to network, learn about career opportunities, and apply for jobs online. But not all social media content is accessible to all people, which limits the reach and effectiveness of these platforms.

This tip sheet describes some common accessibility issues faced by people with several types of disabilities—including those affecting vision, hearing, physical, and cognitive skills. It highlights tips and exemplary practices that HR professionals can share with the technology designers and developers who are purchasing, building, modifying, and improving their eRecruiting tools, websites, and mobile applications.

Accessibility matters to people with all kinds of disabilities—not just those with vision and hearing impairments. That means individuals with intellectual and learning disabilities, cognitive issues, traumatic brain injuries, and other disabilities, all of which can make using the Internet more challenging.

Despite all of the advances in technology, employers are still having trouble filling positions. Of course, there are a number of reasons why finding talent is so difficult. But what if one of those boiled down to a fundamental problem with the technology tools employers are using? What if top talent is falling through the cracks due to accessibility issues, rather than a lack of qualifications?

Section 508WCAG? The ADA? If you're new to the topic of accessibility, you might be asking yourself which accessibility-related laws and regulations apply to you, and which accessibility standards your eRecruiting tools should follow. 

One of the most crucial ways to ensure that your eRecruiting tools are accessible is to ensure that you buy accessible technology in the first place. And if you're like most companies, you already have some of these purchases under your belt.

In today's job market, employers are increasingly using online tools to conduct pre-employment testing. Such tools are used to screen job applicants and can include testing of professional knowledge, cognitive ability, career skills, personality traits, soft skills, language proficiency, and more.

If you're like most employers, your top recruiting priority is to get great people into the talent pipeline—and more importantly, to keep them there. Unfortunately, a job applicant's first impression of a company is sometimes a long, complicated online job application that may or may not be accessible.  

Finding good employees is not what it used to be. Instead of candidates mailing or dropping off hard copy resumes to your place of business, most candidates today discover job openings through online searches. It's a trend that is benefiting employers and job seekers alike.

So we've establishedboth through PEAT's survey and subsequent reportwhy accessibility matters to eRecruiting.

Of course any initiative you undertake boils down to the return on investment, and accessibility should be no exception. Thankfully, purchasing and using accessible technology—including accessible eRecruiting tools—can benefit your organization immensely. Read on to learn how...

Imagine that the only thing standing between you and your dream applicant is an online job application that prevents the candidate from clicking the "next" button. It's a common scenario faced by many job seekers with disabilities, and inaccessible technology used during the hiring process is the root cause. Such issues can create employment barriers to qualified candidates and can cause you to miss out on potentially great hires.