ADA Blog


ADA Blog #35

Do you recruit potential applicants electronically via the Internet or kiosks at various locations?

Increased use of the Internet or other electronic technologies may enhance convenience for employers and applicants alike, but the rights of individuals with disabilities may not be violated in the process. Forms that require filling in information in boxes commonly seen in websites or kiosks may not provide equal access to all people. Often these electronic forms are problematic for people who are blind or have an intellectual disability. This population is often uniquely disadvantaged because the forms are not designed with accessibility and usability in mind and alternate ways to complete them are not routinely provided.

Employers, who use electronic technologies to recruit applicants, should take steps to ensure that their online application website is fully accessible to individuals who use screen readers. Have your website tested by someone who is blind. If your website is not usable, then it helps to notify potential applicants of a process they may use to apply until your electronic application process has been made fully accessible. Be specific. The notice may state that you currently provide telephone assistance free of charge to individuals completing applications. It’s also helpful to post current policies of non-discrimination on the basis of disability on your application website.


This information should not be construed as "legal advice" for a particular set of facts or circumstances.  It is intended only to be a practical guide for participants familiar with this subject.  Users should seek appropriate legal advice tailored to address their specific situation.