When it comes to recruiting new talent, you may already be aware of The Untapped Labour Pool or How to Write Inclusive Job Descriptions and Job Postings, but have you considered how your website and social media presence might also be impacting your ability to attract people with disabilities? 

Before applying for a role at your company, potential candidates are going to research your business and its values; that’s why it’s important to consider making your recruitment process accessible, but also sending the right message to as many people as possible.

More than What You Say, It’s How You Say It

As stated in “Steps for Writing an Inclusive Job Posting,” having a diversity and inclusion statement predominantly featured on your website and job applications is certainly recommended, for example:

Diversity and Inclusion Statement 

At Company X, we value diversity in the workplace because it allows us to better understand and meet the needs of our customers and the communities we serve. We want to ensure every job applicant is treated fairly and with respect regarding race, national or ethnic origin, religion, age, gender, sexual orientation, or disability. If you require any supports in the application process, including disability accommodation, please contact This email address is being protected from spambots. You need JavaScript enabled to view it. or call (123) 456-7890.

Making a statement like this describes your values as an organization and the types of accommodations that candidates can expect, giving them peace of mind before applying. Be prepared to fulfil the requests that come in as a result. 

Website Accessibility

You don’t need to be a big corporation to consider website accessibility; in fact, if you are a small business with an accessible website that follows the highest global standards (WCAG 2.1) 1, you are likely to get more attention and will get ranked higher in search engine results. Website builders such as Wix.com are now making accessibility a priority.2 Having accessibility tools built right into your website builder means you can remove the guess work, while ensuring that your content is being seen by the most people possible. 

Social Media

Do not underestimate the power of social media when recruiting. Not only is it a powerful tool for employers to check out what potential employees are like online, but it is now being used by more candidates to determine whether or not a company is the right fit for them as well. Some things to consider when posting on social media platforms are:

1. Alt Text: Alt text (alternative text), also known as “Alt tags,” are used within an HTML code to describe the appearance and function of an image on a page. Adding alternative text to photos supports individuals using screen readers to better understand an image by describing what is happening in the image. The most popular screen readers allow up to 125 characters, so it’s advisable to keep it relatively short.
2. Hard-Coded or Embedded Captions: Hard-coding captions on your videos means that subtitles are actually built into the footage and play automatically. This will not only showcase to candidates that you are accessible to individuals in the Deaf and hard-of-hearing communities, but it is also a great way to capture the attention of anyone who is scrolling through their feeds. Websites like Kapwing enable you to do this for free on your own - so there’s no reason not to. This is your opportunity to recruit with purpose and show that you’re inclusive by letting your content speak for itself.

Accessible Job Applications

In addition to providing alternative formats of job applications, such as large print, text transcripts of visual information, and accessible electronic formats compatible with screen readers, you can also increase the accessibility of the application process by allowing candidates to submit a brief video introduction of themselves, as opposed to a traditional cover letter with their resumes. 

The workplace landscape is changing and with more employers now allowing for remote work, it’s important to consider these different methods in your recruitment process, and how to accommodate a wide range of individuals and abilities.

Widen Your Reach

In addition to the traditional websites like Monster or Indeed for posting your job applications, consider widening your reach by working with Supported Employment or Disability Service Providers to share your postings within their networks. 

Get to know the service providers in your area to build a rapport with them before you hire anyone. The better you get to know them now, the more impactful the relationship will be during the onboarding process and beyond. Find a service provider near you by visiting our Service Provider Map.