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    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.

    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.

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

    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.

    Six experts weigh in on why it is important for employers to improve the accessibility of online job applications.

    With most of today's employers using some form of web recruiting to evaluate and hire job applicants, it's more important than ever for organizations to understand why accessibility matters to the "eRecruiting" phase of the employment lifecycle. This summer, PEAT concluded its national survey on user experiences related to the accessibility of online job applications and other eRecruiting tools. Check out our new infographic summarizing the survey results, and stay tuned as PEAT develops new tools and resources related to this critical issue.

    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.

    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.

    Powers Pyles Sutter and Verville principal Bobby Silverstein details the various accessibility policies and how companies can strategize to make this part of their company culture.

    This short video describes the origins and goals of TalentWorks and invites you to join the conversation.

    In today's race for talent, more and more employers and human resources (HR) professionals are turning to mobile apps to power their online job applications.

    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.

    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.

    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.

    Pre-employment testing. According to the Washington Post, it's a trend that's on the rise in today's job market. More and more employers leverage web-based tools to screen applicants, test knowledge, evaluate personality traits, and more.

    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. 

    When buying a piece of eRecruiting technology—such as a talent management tool, online job application software, or digital interviewing product—employers and human resources professionals can often feel like they're at the mercy of the vendors who are selling or building the technology. 

    Decide whether custom products or commercial-off-the-shelf software is for you.

    What's the key to understanding how accessible your products are? A good testing process.