Accessible Recruitment Checklist

Employers can use the checklist below to plan effective recruitment and hiring practices.

Job Postings

• Offer any recruitment materials (handouts, application forms) in an alternative format (large print, accessible PDF, electronic text).
• Seek accommodation requests by inviting them through the job posting.
  • (Example: “We welcome the opportunity to discuss accommodation of your disability and ensure fairness and equity in our hiring process.”)
• Consider adding a phone number and email address to the posting so that individuals with disabilities can contact someone directly.
  • (Example: “If you require support or accommodation with applying online because you are a person with a disability, please contact us at 604- 555-1234 or access@mycompany.ca.”)
• Send your posting to the Disability Service Organization(s) you are partnering with—so they can send it to their networks of job seekers.
  • If you’re not partnering with an organization currently, see our resource Selecting a Disability Employment Service Organization to help find a match for your business’ needs.

Applications

• Prepare a written job description that accurately identifies essential job functions.
  • What constitutes “essential” job functions?
    • See our Workplace Accommodation Guide.
• Make online application processes fully accessible to individuals who use screen readers or other adaptive technology; or provide a clearly indicated text-only version.
  • Tips on how to make your online job posting accessible.

Physical Location

• Highlight the accessible features of the site in advertisements and when scheduling an interview.
• Include how to get to the interview location (within the building), where to park, and receptivity to service animals.
  • (Example: “When you arrive to the building, John from Front Desk will greet you and guide you to the interview room located on the west wing.”)

Pre-Employment Tests

• Inform applicants ahead of time if they will be required to take a test to demonstrate their ability to perform actual or simulated tasks.
• Describe the test so they can request reasonable accommodation if necessary.
  • This may include providing more time to complete a test, or an alternate format.

Interview

• Provide the applicant with an estimate of interview duration and expected end time to facilitate transportation arrangements.
• Speak directly to the interviewee instead of to an interpreter, personal assistant, or other companions.
  • Use a normal tone of voice unless requested to alter the volume or speed.
  • If conversing with a person who uses a wheelchair, when possible, sit down to have the discussion at the person’s eye level.
• Focus on the essential job functions the candidate can perform, as well as the other skills and assets they bring to the position, when accommodations are requested.
• Avoid judging the applicant’s capabilities or speculating how you would perform a specific job if you had the applicant’s disability.
• Indicate the availability of flexible working conditions, including telecommuting or flexible scheduling.

Post-Hiring Decision

• See our Employee Orientation & Onboarding Checklist for specific steps to be completed once a hire is made.
• Declining other applicants is part of your employer brand, too. When possible, give the applicant feedback and suggestions for future applications.
  • See more in our resource, Declining an Applicant, from the Untapped Talent: B2B Guide to Innovative Hiring and Retention.