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.
Robert "Bobby" Silverstein, one of the behind-the-scenes architects of the Americans with Disabilities Act (ADA), reflects upon how the ADA is now increasingly playing a critical role in ensuring equal employment opportunities for people with disabilities by ensuring the accessibility of information and communication technologies (ICT).
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.
"Bring Your Own Device" (BYOD) is an increasingly popular policy and practice in workplaces today. In this recorded webinar, Dana Marlowe, Accessibility Partners LLC (link is external), discusses the accessibility advantages BYOD can offer for both employers and technology users.
Social media is a key tool for employers today to attract talent and promote their brand. In this live recording, founder Dennis Lembree discusses the inclusive Twitter application Easy Chirp (link is external), which provides the ability to "tweet" accessible images. This innovation has won several awards, including the 2014 FCC Chairman’s Award for the Advancement in Accessibility.
Live recording of the PEAT Talk with Neil Giacobbi, Executive Director of Public Affairs at AT&T held on June 18, 2015. Giacobbi spoke about the AT&T NYU Connect Ability Challenge, a three-month global software development competition designed to create new innovations that improve the lives of people living with disabilities.
Hear answers from several experts and thought leaders about what policy action they'd take to increase the use of accessible technologies in the workplace, if they were president for the day.
View responses by key thought leaders and share your own.
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.
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 has until May 28, 2015 to submit comments on the changes.
To read the Notice of Proposed Rulemaking, submit comments, or review the comments others are submitting, go to www.regulations.gov and enter “Section 508” in the search box.
Here are the top 6 questions PEATworks readers are asking about the proposed changes:
View an archived walkthrough of TechCheck. Geared toward employers, this free, interactive tool helps organizations evaluate their accessible workplace technology efforts and find tools to develop them further.
PEAT is delighted to be taking part in the 30th Annual International Technology and Persons with Disabilities Conference (CSUN) in San Diego next week, starting March 2. Known as a forum that showcases cutting edge technology and practical solutions that can be utilized to remove the barriers that prevent the full participation of persons with disabilities in educational, workplace and social settings, this conference is the largest of its kind in the world.
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. We’ll be meeting on Friday, March 6, 2015 at 8:00 AM PST in Cortez Hill C, 3rd Floor, Seaport Tower.
Newly founded last year, the International Association of Accessibility Professionals (IAAP) already has 1,700 members in 50 countries. The mission of the organization is to define, promote, and improve the accessibility profession globally through networking, education, and certification in order to enable the creation of accessible products, contents, and services. PEAT recently had a conversation with IAAP’s board president, Rob Sinclair, who also has a little day job as Microsoft’s Chief Accessibility Officer, and Chris Peck, IAAP Chief Executive Officer, to find out how they are tackling such a global endeavor.
If you're an employer about to take a leap into an accessible workplace technology effort, you might be wondering where to begin. It's a question I'm often asked by people who understand the "why" behind accessibility, but who are daunted by the "how." But getting started is actually pretty simple.
Jamal Mazrui has both a professional and personal connection to accessible technology. He's the deputy director of the Accessibility and Innovation Initiative (A&I Initiative) at the Federal Communications Commission (FCC), the independent agency of the U.S. government that regulates interstate communications by radio, television, wire, satellite, and cable. Jamal is also blind, and a developer and user of technology inside and outside the workplace. PEAT recently spoke with Mazrui about his work and his own personal experiences with workplace technology.
Live recording of the webinar "Expanding What it Means to Be Accessible: Addressing the Workplace Technology Needs of Users with Cognitive Disabilities." The webinar was recorded on Thursday, December 11, 2014.
Job-hunting isn’t what it used to be! Back when I started out in the workforce, looking for a job meant picking up the phone to ask about job openings, and mailing (yes, snail mailing, with a stamp) paper copies of my resume and cover letter. But times have certainly changed.
Today, everything seems to be happening online. Most people find and apply for job openings online. Some companies even conduct pre-employment assessments on the web and remote interviews before they ever meet a job candidate in person—if they do at all.
Years ago, I was issued a compelling challenge by my friend and colleague, Dr. David Braddock, executive director of the Coleman Institute for Cognitive Disabilities. He asked me to consider examining the right to web access for people with cognitive disabilities—and I was intrigued.