How can you make online screening tools accessible and usable for all candidates?

Follow a design philosophy that emphasizes clarity and simplicity to maximize the usability and accessibility of online screening tools for all candidates. Assure assistive technology compatibility and offer alternate formats to meet a range of requirements. Create a professional and welcoming atmosphere by implementing customizable features, carefully testing usability across a range of user demographics, and establishing strong support channels. Retain a dedication to continuous improvement by integrating user feedback; this will improve the overall user experience and ensure that the platform adheres to the highest standards of professionalism and accessibility.

When considering what tools to use it, it is important to research the reliability of the tools and features. Evaluate whether other organizations have found the tools successful and if they’ve used them in a similar capacity. You will also want to evaluate the customer service that is available with the technology. This helps if you run into any issues down the road. Finally, it is critical to run the tools by your internal stakeholders to ensure proper communication and alignment before implementation.

It's important to also consider what additional functionality is provided to allow alternative ways to apply such as voice to text or connecting with a chatbot to assist completing information to reduce barriers.

Your goal should be that each candidate clearly understand the purpose of the tool, what is required, and how to confidently complete each stage. Any opportunity to provide tips or an FAQ is helpful.

In my experience uploading a resume for the system to parse the information is one of the easiest ways to be inclusive. This gives the opportunity to verify our even skip additional data entry. Systems with cumbersome account creation requirements to submit an application also make it challenging for some applicants and they don't apply as a result. This adds a layer of unconscious bias to the process and impacts the diversity of the candidate pool.

Always be sure to test your tools and tech in a "sandbox" environment prior to launch. What you don't want to do is fail to test, then run into a less than ideal candidate experience during the hiring process. Testing helps to ensure any hiccups that may arise or pieces of the process that may have gotten overlooked. It also helps your team become more knowledgeable of the tool and how it operates.

Consider utilizing surveys to collect feedback on the user experience with the tool. A common way to do this is to include a link to a brief survey in a follow up communication once the candidate has applied and used the feature during the hiring process. Rating scales can be implemented to easily quantify information, but is also good to collect subjective feedback. This can provide deeper insight into the true candidate experience with the tool.

When you focus on accessibility, you are showing candidates you care about inclusion. An inclusive organization is desirable to most prospective employees. Continuing to focus on ways to make your hiring tools and process more accessible will help you stay competitive from an employment branding standpoint, as well as help to ensure fair and inclusive hiring practices.