Employers should offer flexible interview formats and accessible platforms compatible with assistive technologies. Provide clear instructions, technical support, extended time, and inclusive language. Train interviewers, enable alternative communication, collect accessibility needs confidentially, ensure visual accessibility, and gather feedback to improve inclusivity.
In What Ways Can Employers Create Accessible Virtual Interview Experiences for All Candidates?
AdminEmployers should offer flexible interview formats and accessible platforms compatible with assistive technologies. Provide clear instructions, technical support, extended time, and inclusive language. Train interviewers, enable alternative communication, collect accessibility needs confidentially, ensure visual accessibility, and gather feedback to improve inclusivity.
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Provide Multiple Interview Format Options
Employers can offer candidates a choice between video calls, phone interviews, or written assessments. This flexibility accommodates individuals with different accessibility needs, such as those with visual or hearing impairments, or those who experience anxiety with video interactions.
Ensure Platform Compatibility with Assistive Technologies
Use interview platforms that are compatible with screen readers, speech-to-text software, and other assistive devices. Verify that the software supports keyboard navigation and closed captioning to make the process accessible for candidates with disabilities.
Share Clear Instructions and Offer Technical Support
Provide detailed instructions on how to use the interview software well in advance. Offer a test run or technical support session to help candidates familiarize themselves with the technology and resolve any accessibility issues beforehand.
Allow Extended Time and Breaks
Recognize that some candidates may require extra time to respond or need breaks due to fatigue or other conditions. Clearly communicate that they can request accommodations without penalty, promoting an inclusive and stress-free interview environment.
Use Inclusive Language and Interview Questions
Avoid jargon or complex phrasing in interview questions. Employ straightforward language and provide questions in advance when possible, so candidates can prepare adequately, especially those with cognitive disabilities or neurodivergent conditions.
Train Interviewers on Accessibility Best Practices
Provide interviewers with training on how to recognize and support various accessibility needs. This training should include guidance on being patient, using appropriate communication methods, and respecting candidates’ accommodation requests.
Offer Alternative Communication Methods
Allow candidates to communicate via text chat, email, or sign language interpreters if needed. Enabling these alternatives ensures that individuals with speech or hearing impairments can participate effectively.
Collect Accessibility Needs Confidentially
Include a voluntary and confidential section in the application process for candidates to disclose their accessibility requirements. This proactive approach enables employers to prepare appropriate accommodations well before the interview.
Ensure Visual Design Accessibility
Use high-contrast color schemes, readable fonts, and simple layouts in any interview materials or platforms. This supports candidates with visual impairments and reduces cognitive load.
Follow Up and Gather Feedback on Accessibility
After the interview, ask candidates for feedback on the accessibility of their experience. Use this information to continually improve virtual interviewing processes and demonstrate a commitment to inclusivity.
What else to take into account
This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?