Current Search Filters
Your search for the terms listed below returned 136 results. This is page 7 of 10.
- (-) Remove Article filter Article
Deputy Secretary of Labor Chris Lu discusses his takeaways from meeting with the great Stevie Wonder and hundreds of other dedicated leading accessibility "stars" at last month's International Technology and Persons with Disabilities Conference (CSUN). As he notes, "our commitment to accessible technology is about basic civil rights, as well as the collective productivity of America’s workforce...employers, technology vendors and tech users with disabilities must all work together to raise awareness and educate one another about accessible workplace technology issues, most of which can be easily solved."
While new technologies have broken down countless barriers for individuals with disabilities, job hunting online continues to be fraught with accessibility-related obstacles that the general population may not even realize exist. And as GettingHired's Gabrielle Nagle discusses, inaccessible eRecruiting doesn’t just affect the job seeker, but also the employer.
As businesses compete to attract talented, skilled employees, it’s important to make sure that artificial barriers aren’t blocking their path. In this cautionary tale, Sassy Outwater explains how employers may be missing out on top candidates when their online hiring and recruiting systems aren't accessible.
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.
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.
Online hiring practices have made it increasingly easy to apply for a job—unless you’re a person with a disability, that is. Senior Web Accessibility Consultant Denis Boudreau explores the problem of why the employment rate of Americans with disabilities has continued to drop for the last 25 years, and how web designers and developers hold a key to improving the situation.
For several members of the PEAT team, October was a busy month of travel, talk, and trend spotting as we headed west to attend three conferences: the Coleman Institute on Cognitive Disabilities Annual Conference (October 15); HR Technology Conference and Expo (HR Tech) (October 18-21); and the International Association of Accessibility Professionals (IAAP) Access 2015 (October 21-23). All presented valuable opportunities for our team to learn, share knowledge, examine future trends, and identify ways to strengthen PEAT's work.
The six phases of the Employment Lifecycle and their corresponding technologies.
What's the key to understanding how accessible your products are? A good testing process.
Decide whether custom products or commercial-off-the-shelf software is for you.
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.
In today’s business world, eRecruiting tools are everywhere. Also known as "online recruiting," eRecruiting refers to the practice of using technology—in particular, web-based resources—to support tasks involved with finding, attracting, assessing, interviewing, and hiring new personnel.
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.