Resource Library

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We asked employers if their company uses online pre-employment testing as part of the hiring process. Results of our on-going poll are available below.

 

We asked people what they think the biggest barrier is to making online job applications accessible to people with disabilities. Results of our on-going poll are available below.

We asked companies if they use social media as part of the eRecruiting process. Results of our on-going poll are available below.

We asked people if their organization has an accessibility "point person." Results of our on-going poll are available below.

We asked people if their organization has a plan in place to make sure it is buying technology that is accessible to job applicants and employees with disabilities. Results of our on-going poll are available below.

We asked people if their organization is using accessible technology as part of its eRecruiting processes. Results of our ongoing poll are available below.

We asked employers and employees where they have experienced accessible technology issues in the workplace. Results of our ongoing poll are available below. 

Is corporate America waking up to the idea that accessibility can be a business driver, not an added expense? In the February PEAT Talk, AudioEye's Dan Sullivan, a senior executive with 15 years of experience in HR, suggested this is already happening.

How do people with disabilities use the Internet to search for and apply for jobs? Daniel Ferro, senior interaction designer at Forum One, explores the ways that people with various disabilities interact with eRecruiting tools. His message to employers and HR professionals? "Don’t think of accessibility as a troublesome box you need to check—think about it in terms of your opportunity to connect with the best talent."  

Welcome to the TalentWorks Resource Library. Below is a collection of all featured resources from each TalentWorks page. This also includes links to additional external resources that may be helpful as you refine your eRecruiting processes. 

We encourage you to submit additional resources that will improve the accessibility of your peers' eRecruiting tools.  

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.

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.

Some know it as "pre-employment." Others simply call it "recruiting and interviewing." Whatever the label, we're all referring to the first stage of the employment lifecycle. And that, of course, is the focus of this tool.