This blog is a guest post from Laura Evans working on behalf of Armstrong Appointments, a leading recruitment agency specialising in Executive, Specialist skill Appointments and Headhunting Services across a wide range of commerce and industry sectors. Laura shares her thoughts on how to ensure accessibility in online recruitment.
Online recruitment must be accessible to all people looking for a career change. With the way things are at the moment, many are unable to apply for roles in the traditional sense and so making sure that those working or applying from home have equal access is vital.
In this article, we will be detailing how we can improve accessibility and even the playing field – did you know that there is a 30% disparity in the employment rate between people with and without disabilities? That factor, among others, highlights how important improving accessibility is moving forward.
Armstrong Appointments are specialists who lead the field in appointing the best people for executive roles. Founded by Sharon Armstrong in 2003, they work tirelessly to provide a tailored approach to recruitment so that the best candidates can excel in roles best suited to them.
Make Accommodations In Order To Improve Accessibility
The recruitment process should be easily accessible – not another source of worry and stress for applicants. Suppose an applicant is struggling to complete a video interview. In that case, you could instead offer to complete the process via telephone or voice chat – some areas may have poor signals that cannot sustain video conferencing.
Likewise, specific computers may not support the software that you ask applicants to use. This can take the form of a digital questionnaire or situational assessment. In place of this, you could instead send a PDF or Microsoft Word document for the applicant to complete.
What Changes Can Be Made?
Below are a few pointers that should help you get on the right track and help ensure that your applicants’ online recruitment process is accessible.
- Have a clear vision
Ensure that your organisation has a clear plan that considers challenges that an applicant may face during the online recruitment process. This will differ from the usual recruitment process as there are more variables to consider when working digitally.
2. Test the software
It’s all well and good having a brilliant piece of software to streamline the online recruitment process – but if it is not easy to access for all, including those with visual, hearing, or cognitive disabilities, then accommodations need to be made.
3. Have a plan in case things go wrong
Some programs may run on an Apple device but not on a Windows device. Likewise, if anyone cannot access a PDF document, then perhaps have a document ready to use that uses a different format – Word and HTML are good alternatives. That will ensure that you have all your bases covered.
4. Video content should be helpful for all.
Including video content to aid the online recruitment process is a brilliant way to improve the user experience and be a great alternative to audio clips or chunks of text. But, make sure that subtitles/captions are to be included for those who are hard of hearing.
Likewise, slideshows with text but no audio will exclude those who have either visual impairment or are using a device that cannot run said resource. Make sure to plan.
5. Avoid too many images that include a lot of important text.
Similarly to before, some users may have impairments that can make that would otherwise be helpful resources all but impossible to access.
A user who relies on an audible screen reader will not have the text on an image read out to them. Make sure to include an alternative resource so that they don’t miss out on any vital information.
6. Have an understanding of the barriers that people may face
Understanding the issues that applicants may face and having solutions ready for them will ensure that online recruitment is not made any more stressful.
A disrupted application process may knock an applicant’s confidence moving forward, leading to them having doubts about whether your company is the right place for them.
In Summary, Why Is This So Important?
Everybody deserves the opportunity to find a role that is perfect for them.
Armstrong Appointments have so many brilliant candidates who could excel in any number of roles – and so having an accessible, easy to use recruitment process could help ensure that you find the perfect person for the role.
It is so easy to do and could prove to be the missing link that was holding back a talented future employee from applying.
Author Bio: Laura Evans is a writer working on behalf of Armstrong Appointment. After finishing her education Laura Evans has gone on to become an established writer in her field, she is an especially sought-after content creator. Her skills, knowledge, and expertise speak for themselves.
