Regularly audit your job portal for accessibility with experts and people with disabilities; simplify application steps; ensure compatibility with assistive tech; provide materials in multiple formats; gather applicant feedback; train staff; review third-party tools; and embed accessibility into all hiring processes.
How Can We Identify and Eliminate Hidden Accessibility Barriers in Tech Job Applications?
AdminRegularly audit your job portal for accessibility with experts and people with disabilities; simplify application steps; ensure compatibility with assistive tech; provide materials in multiple formats; gather applicant feedback; train staff; review third-party tools; and embed accessibility into all hiring processes.
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Accessibility in the Application Process
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Conduct Comprehensive Accessibility Audits
Engage accessibility specialists to regularly audit your job application portal and related materials. Use both automated tools and manual reviews by individuals with disabilities to identify issues like missing alt text, poor color contrast, or non-descriptive form fields that automated tools can miss.
Engage People with Diverse Disabilities in Testing
Include job seekers with various disabilities (visual, auditory, mobility, cognitive) in your usability testing. Their real-world interactions will reveal hidden barriers you might otherwise overlook, such as confusing navigation for screen reader users or inaccessible CAPTCHA.
Review and Simplify Application Steps
Analyze each step of the application process for unnecessary complexity or steps. Long forms, confusing instructions, or required uploads in specific file formats can create hidden hurdles. Streamline the process and provide clear, accessible guidance at every stage.
Ensure Compatibility with Assistive Technologies
Test your application portal across devices and with common assistive technologies like screen readers (JAWS, NVDA), voice recognition, and keyboard-only navigation. Fix any incompatibilities—such as unlabeled buttons or inaccessible dropdowns—discovered during testing.
Provide Alternative Formats and Communication Methods
Offer all job-related materials (application forms, job descriptions, instructions) in multiple accessible formats (e.g., plain text, large print, audio, video with captions). Allow candidates to request the application process in alternate ways, such as over the phone or via email.
Solicit and Implement Candidate Feedback
Create clear channels for applicants to report accessibility challenges. Follow up on feedback promptly, address the barriers reported, and continuously improve the process in response to real user input, making your application more inclusive over time.
Remove Inaccessible Pre-Employment Assessments
Audit pre-interview assessments and remove or redesign any that are not accessible, such as those relying heavily on timed visual tasks, uncaptioned videos, or games with unclear instructions. Replace with accessible alternatives or logical adjustments.
Train Recruiting and HR Teams on Accessibility
Educate staff involved in the hiring process about basic digital accessibility principles and common hidden barriers, so they can identify issues themselves and support candidates with disabilities more effectively.
Check Third-Party Integration Accessibility
If you use third-party platforms (for video interviews, assessments, or background checks), verify their accessibility. Many vendors lag behind on accessibility compliance—choose partners who meet WCAG 2.1 AA standards, or provide alternative arrangements as needed.
Make Accessibility Central to Procurement and Design
Embed accessibility requirements in all procurement and design processes. Mandate accessibility compliance for all new software purchases and platforms used in hiring. Involve accessibility professionals in the initial design stages to prevent hidden barriers before they arise.
What else to take into account
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