{"id":52189,"date":"2024-05-13T11:58:13","date_gmt":"2024-05-13T11:58:13","guid":{"rendered":"https:\/\/toggl.com\/blog\/?p=52189"},"modified":"2026-01-27T15:00:55","modified_gmt":"2026-01-27T15:00:55","slug":"accessibility-in-virtual-interviews","status":"publish","type":"post","link":"https:\/\/toggl.com\/blog\/accessibility-in-virtual-interviews","title":{"rendered":"The Importance of Digital Accessibility in Virtual Interviews"},"content":{"rendered":"\n

Over a billion individuals worldwide navigate the challenges of living with disabilities<\/a>, particularly when it comes to finding employment. Yet, the rise of remote work and the adoption of virtual interviews have offered unexpected opportunities.<\/p>\n\n\n\n

What’s so revolutionary about virtual interviews and remote work options? They bring to light the critical need for digital accessibility in both hiring and day-to-day work environments<\/strong> while also making it easier to ensure that online resources, tools, and technologies are accessible to everyone, including those using assistive devices.<\/p>\n\n\n\n

These adaptations are more than just compliance with legal standards; they open doors to a broader talent pool and pave the way for a more inclusive hiring landscape.<\/p>\n\n\n\n

To find out how to improve the hiring process for people with disabilities<\/strong> (and why it matters so much<\/em>), let\u2019s look at what challenges they consistently encounter regarding digital accessibility and what measures recruiters, interviewers, and business owners can take to support them.<\/p>\n\n\n\n

Accessibility challenges to virtual interviews<\/h2>\n\n\n\n

It’s hard to think back to a time when virtual interviews<\/a> weren’t<\/em> the norm. After all, unless you’re interviewing for a large firm or specialized position, most companies default to virtual interviews these days to save time and hassle.<\/p>\n\n\n\n

However, virtual interviews have transformed the hiring landscape for candidates with disabilities even more so than they have for recruiters, especially considering the Americans with Disabilities Act (ADA) emphasizes the legal significance of accessibility. <\/p>\n\n\n\n

But why are they such a breakthrough? Simply put, virtual interviews offer unmatched convenience, flexibility, and efficiency, not to mention the cost savings<\/strong>.<\/p>\n\n\n\n

However, you might ask, \u201cIs conducting accessible virtual interviews really that straightforward?\u201d The truth is, while virtual interviews bring many advantages, they also come with their own set of accessibility challenges. <\/p>\n\n\n\n

To successfully navigate these challenges (which we’ll walk you through below), it’s important to be mindful of the ADA requirements<\/a> and make reasonable accommodations at every stage of the process. This consideration is key to dismantling barriers and fostering an inclusive hiring environment for every candidate<\/strong>.<\/p>\n\n\n

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Communication challenges<\/h3>\n\n\n\n

If you’ve ever participated in a virtual interview<\/a> (or even a phone interview), whether as an interviewer or candidate, you’ll likely understand the nuanced ways in which they differ from natural communication. Namely, it’s tough to pick up on non-verbal cues that are present in face-to-face communication.<\/p>\n\n\n\n

This form of virtual communication can make it especially difficult for people with <\/strong>hearing impairments<\/strong><\/a> or speaking issues to make their points or understand the questions posed<\/strong>.<\/p>\n\n\n\n

The good news is that you can use unique video and closed captioning services to fill this communication gap. Ultimately, when working to improve your company’s digital accessibility, incorporating video captions<\/strong> is crucial for making video content accessible to all users and addressing communication challenges for any applicant\u2014regardless of their ability.<\/p>\n\n\n\n

Technological issues<\/h3>\n\n\n\n

Technological issues are one of the most common accessibility challenges of online interviews. That’s true during any interview, especially if you’re relying on third-party platforms and your home’s WiFi connection. <\/p>\n\n\n\n

30% of baby boomers worry about their overall familiarity with the technological aspects of virtual interviewing, such as how to troubleshoot problems with the actual platforms<\/strong>, and 21% of Gen-Zers lack a private place to conduct a virtual job interview.<\/p>\n\n\n\n

These issues are even more challenging for candidates with disabilities, who often can\u2019t share their computer screens or use web cameras. To address this challenge, you need to provide the candidates with all the necessary accommodation and support. <\/p>\n\n\n\n

Assistive technologies can play a crucial role here, helping to overcome some of these technological issues by enabling candidates with disabilities to navigate the digital interview environment more effectively through tools like screen readers, keyboard controls, and other accessibility features<\/strong>.<\/p>\n\n\n\n

Inaccessible documents<\/h3>\n\n\n\n

Finally, it’s important to ensure all documents, especially those used in the hiring process, are accessible. This includes adhering to digital accessibility standards and ADA compliance to ensure they’re usable for candidates relying on assistive technologies<\/strong>. <\/p>\n\n\n\n

For instance, non-HTML documents such as untagged PDF files can pose accessibility barriers since screen readers may not be able to properly interpret them for job applicants. <\/p>\n\n\n\n

Ultimately, when it comes to accessible documents, it’s important to familiarize yourself with and follow all the accessibility guidelines<\/a> to mitigate these challenges. They’re there for a reason!<\/p>\n\n\n\n

How to make virtual job interviews digitally accessible<\/h2>\n\n\n\n

These days, it’s accurate to say that being able to conduct digitally accessible interviews is an essential recruitment skill<\/a>. But how do you acquire that skill, and how do you make your interviews digitally accessible for people with all types of disabilities?<\/p>\n\n\n\n

Be Accessible<\/a>, a platform that makes websites accessible through detailed accessibility audits, ADA repairs, and more, has offered some helpful tips on how to make your virtual interviews digitally accessible for everyone.<\/p>\n\n\n

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A key resource for making virtual interviews accessible is the Web Content Accessibility Guidelines (WCAG), which provides international standards and guidelines for web-based content. The World Wide Web Consortium (W3C) develops these guidelines, setting the standard for accessible design.<\/p>\n<\/div>\n <\/div>\n \n\n\n

1. Choose digitally accessible platforms<\/h3>\n\n\n\n

Before you even speak with a candidate, you should prepare for the interview by choosing an online interview platform that is digitally accessible. This means that the platform is equipped with built-in assistive technology like reader compatibility, keyboard navigation, and other essential features for people with disabilities<\/strong>.<\/p>\n\n\n\n

When choosing your virtual interview platform, also look for features such as color contrast options and customizable font sizes<\/strong>. We ultimately suggest using platforms with website content that adheres to WCAG standards to improve experiences for individuals with disabilities through guidance on keyboard navigation, UI element consistency, and form validation.<\/p>\n\n\n\n

2. Explain reasonable accessibility accommodations in the meeting invite<\/h3>\n\n\n\n

Don\u2019t wait until the interview day to discuss what steps the hiring process involves and what accommodations might be necessary for it. As an employer, you should <\/span>equip candidates with disabilities with all the necessary accommodations <\/span>beforehand<\/span><\/em><\/strong>. <\/span><\/p>\n\n\n\n

Not only is this the right thing to do, but if you don’t, you might face legal action. For example, in 2021 <\/span>U.S. Equal Employment Opportunity Commission (EEOC) sued Walmart<\/u><\/span><\/a> for discrimination against a deaf applicant. The reason? Not providing them with assistive technology such as an American Sign Language (ASL) interpreter.<\/span><\/p>\n\n\n\n

3. Check your technology<\/h3>\n\n\n\n

Just like you’d recommend a candidate to do, prepare and <\/span>check your virtual interview technology beforehand<\/span><\/strong>. This means checking for web accessibility perspectives, digital accessibility features, and assistive technology. <\/span><\/p>\n\n\n\n

Here’s a helpful checklist of success criteria you should use before holding interviews (with people with disabilities or anybody, really):<\/p>\n\n\n\n