Digital barriers to recruitment
Recruitment today is often digital, with increasing numbers of employers posting vacancies on their websites and advertising through online job search websites. Many employers only accept applications which have been submitted online.
This has created a scenario where job seekers with disabilities face not just attitudinal barriers, but digital barriers as well. A significant portion of employer sites, recruitment boards and online tools are not fully accessible to people with disabilities. This raises serious questions about diverse recruitment practices and discrimination.
At SUSE we want to work with employers as partners – helping them to create workforces that reflect the communities they serve. We are therefore increasingly concerned about digital barriers to recruitment and are keen to educate employers on how they can have efficient and cost effective recruitment processes that do not deter applicants who have disabilities or long term conditions.
Web accessibility problems for disabled job seekers include:
- Navigation issues.
- Poor colour contrast.
- Graphics without alternative text descriptions.
- Job applications that could only be completed using a mouse.
Make online applications accessible – Employers tend to underestimate the need for accessible online job applications and may not have thought about the impact on people with disabilities. It is also necessary to offer alternatives, including traditional paper based applications.
Accessibility versus usability – Many employers think that accessibility is about compliance, not usability. But just because a technology is compliant does not necessarily mean it is intuitive and user-friendly.
Consider costs – Technical solutions for the most common accessibility issues already exist; and they are not expensive and difficult to implement.
Look at the big picture – Employers often fail to look at the big picture and consider accessibility challenges beyond the job application form itself, including processes related to job sourcing (how people find out about the vacancy), pre-employment testing and digital interviews.
Test before going online – Employers rarely tested their online job application software with actual users prior to launch. It is good practice to carry out user testing on these applications and get constructive feedback.
Follow guidelines – Knowing the technical requirements to make a website accessible can make online recruitment easier. There is a great deal of help and advice available from SUSE members.
Many digital barriers could easily be remediated if website designers follow the universal standards for web accessibility (Web Content Accessibility Guidelines (WCAG), Instead, countless opportunities for richer talent are potentially lost when companies rely on inaccessible online recruitment tools.
WCAG is a step-by-step set of technical requirements explaining how you can make your website accessible to people with various kinds of disabilities. Following these guidelines will make content more accessible to a wider range of people with disabilities, including blindness and low vision, deafness and hearing loss, limited movement, speech disabilities, photosensitivity, and combinations of these. Employers can also make accommodations for learning disabilities and cognitive limitations.
More information here:
Follow this link to find out more about a recent project SUSE and some of our members have been carried out, researching how inclusive digital recruitment is. A report of our findings will be made available soon.