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.
Of course any initiative you undertake boils down to the return on investment, and accessibility should be no exception. Thankfully, purchasing and using accessible technology—including accessible eRecruiting tools—can benefit your organization immensely. Read on to learn how...
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.
Transcript of the webinar PEAT Talks: Policy-Driven Adoption for Accessibility (PDAA). This webinar was originally held on September 17, 2015.
TalentWorks is a 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. PEAT created the tool based on its national survey of people with disabilities, where 46% of respondents rated their last experience applying for a job online as "difficult to impossible."
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.
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.
View a discussion with state accessibility CIOs Jeff Kline, Sarah Bourne, and Jay Wyant regarding Policy-Driven Adoption for Accessibility (PDAA). This new approach can help achieve higher levels of accessibility in vendor-provided products and services over the long term.
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.
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.