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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. 

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.

Event Date: 
April 05, 2016 - 2:00 pm to 3:00 pm EDT

Project Director Josh Christianson and Lead Strategic Consultant Joiwind Ronen demonstrate TalentWorks, PEAT's free online tool for employers and human resources professionals that helps them ensure their online job applications and other eRecruiting technologies are accessible to job seekers with disabilities. Originally recorded April 5, 2016.

Join key subject matter experts and thought leaders nationwide to share good ideas and best practices for improving accessible technology in the workplace.

This article explores tips for communicating about accessibility–clearly, directly, and throughout the technology development lifecycle.

Lainey Feingold is a nationally-recognized disability rights lawyer known for negotiating landmark accessibility agreements and pioneering the collaborative advocacy and dispute resolution method known as “Structured Negotiations.” PEAT recently spoke with Feingold about her work around digital accessibility and its impact on the employment of people with disabilities.

Next week’s 2015 M-Enabling Summit on June 1-2 will provide a forum for all who create and contribute to the development and implementation of accessible mobile technologies. We hope to see you there! At last year’s event, we were honored to welcome CTIA - The Wireless Association into the PEAT Network as a founding member, and are delighted to feature their guest post this month. CTIA represents the wireless communications industry, and has long provided strong leadership on mobile accessibility issues.

No matter your industry, the technological tools we use to accomplish our work today are more advanced than the tools we used even just a few years ago, and this is especially true for people with disabilities. New technologies are fundamentally changing the workplace, and rapidly evolving technologies and workplace policies both play into a new way of doing business.