Recruitment businesses talk a great deal about inclusive hiring. Yet many recruitment websites are difficult or impossible to use for candidates with disabilities. If someone cannot search your jobs or complete an application, they are excluded before the process has started.
Why accessibility matters
- It widens your candidate pool.
- It supports the inclusive hiring commitments your clients expect.
- It reduces legal risk under equality and accessibility legislation.
- It improves usability for everyone, especially on mobile.
- Many accessibility improvements also support SEO.
The standard to aim for
The Web Content Accessibility Guidelines, known as WCAG, are the recognised standard. Level AA is the benchmark most organisations aim for. It covers areas such as colour contrast, keyboard navigation, text alternatives for images, clear form labels and content that works with screen readers.
Common problems on recruitment websites
- Job search filters that cannot be used with a keyboard.
- Application forms without proper labels or error messages.
- Low-contrast text on brand colours or images.
- CV upload buttons that screen readers cannot identify.
- Time limits on applications.
- Video without captions.
Where to start
Run an automated accessibility check across your key pages to catch the obvious issues. Then test the most important journeys manually: search for a job, read it and apply, using only a keyboard. Fix the barriers you find, starting with the apply flow.
Building it in
The most cost-effective time to address accessibility is during a redesign. Build it into the design system, choose accessible colours and components from the start, and test with real assistive technology before launch.
Keep checking
Accessibility is not a one-off project. New content, jobs and features can introduce issues, so include accessibility checks in your regular website maintenance.