The hidden cost of inaccessible job applications
You’ve crafted the perfect job posting. You’ve identified the skills you need, written compelling copy, and posted it across multiple platforms. Applications start rolling in, but you notice something troubling: you’re not getting the diverse candidate pool you expected, especially from people with disabilities.
The problem might not be your posting. It might be your application process.
Consider Sarah, a talented graphic designer who uses screen reader software due to visual impairment. She finds your job posting perfect for her skills, but when she tries to apply through your online portal, she encounters a PDF application form that her screen reader can’t navigate. The submit button isn’t properly labelled, and required fields aren’t clearly marked. After 20 minutes of frustration, she abandons the application entirely.
You never knew she existed.
This scenario plays out thousands of times daily across Canada. According to Statistics Canada, 27% of Canadians aged 15 and older have one or more disabilities, representing a significant talent pool (Statistics Canada, “A demographic, employment and income profile of Canadians with disabilities aged 15 years and over, 2017.” Yet many qualified candidates never make it past the application stage due to accessibility barriers.
The irony is stark: while businesses increasingly recognize the value of diverse teams, many inadvertently exclude disabled candidates through inaccessible hiring processes. It’s like building a beautiful storefront with steps at the entrance, then wondering why you don’t see customers who use wheelchairs.
Most application barriers aren’t intentional. They’re the result of assumptions about how people interact with technology. We assume everyone can see images without alt text, navigate complex forms with a mouse, or complete timed assessments without accommodations. These assumptions create invisible walls that capable candidates can’t cross.
The business case for accessible hiring extends beyond compliance. Companies with inclusive hiring practices report higher innovation rates, better problem-solving capabilities, and improved employee retention. When you remove barriers, you don’t just help people with disabilities. You create better experiences for everyone.
Simple changes can eliminate most barriers. Use accessible PDF forms or, better yet, HTML-based applications. Ensure all form fields have proper labels and error messages are clear. Provide alternative formats upon request. Allow reasonable time extensions for assessments. Include accommodation requests early in the process, not as an afterthought.
The goal isn’t to lower standards. It’s to ensure your standards are actually measuring what matters. If someone can excel at the job using assistive technology, your application process should reflect that reality, not create artificial obstacles.
Your next hire might be someone whose unique perspective could transform your business. But first, they need to be able to apply.