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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.
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?
This article explores tips for communicating about accessibility–clearly, directly, and throughout the technology development lifecycle.
This article provides tips on accessible technology training—from basic disability awareness for all employees, to highly specialized technical training for software and application developers.
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.
CLOSED: On February 27, 2015, the U.S. Access Board published a proposed update to the rules implementing Section 508 of the Rehabilitation Act, which outlines the federal standards and guidelines for making information and communications technology (ICT) accessible to people with disabilities. The public comment period closed on May 28, 2015.
If you‘ll be attending CSUN, we hope you’ll join PEAT for A Fresh Look at Accessibility and Online Job Applications. During this session, Joiwind Ronen and Josh Christianson will share PEAT’s research findings on this critical topic.