Rethinking what accessible hiring means in 2025
For many job seekers, the hardest part of finding work isn’t the job itself but the application process.
This Global Accessibility Awareness Day (GAAD), we’re taking a closer look at the systems behind recruitment. Because for hiring to be truly inclusive, accessibility needs to be built in from the beginning.
At WISE, we work with many employers who care deeply about creating inclusive workplaces. But even with the best intentions, things like complex job platforms, interview instructions that don’t accommodate accessibility needs, links or tools that aren’t compatible with assistive technology, or forms that won’t accept someone’s name can create barriers. These small details can have a big impact. If systems aren’t designed with everyone in mind, they can unintentionally make it harder for some people to apply or feel included.
Here are a few ways to help make your hiring process more accessible for more people.
Check if your platforms work with screen readers
Blind and low-vision applicants often rely on screen readers to navigate websites and forms. Research shows that many screen readers struggle with unlabelled fields or unclear form instructions, which can stop people from applying altogether.
According to Dr Kayla Heffernan, WISE’s Head of User Experience (UX), “Unlabelled input fields, or form instructions that aren’t read aloud, create significant barriers for blind users trying to complete applications.”
To support access, recruitment systems should follow the Web Content Accessibility Guidelines (WCAG 2.1). These standards help ensure digital content is readable, navigable and usable not just with assistive technology like screen readers, but for people with a range of accessibility needs.
Design your forms to include a wide range of people
Some common form setups can unintentionally exclude people. This might include dropdowns that only list “Male” or “Female,” name fields that don’t accept special characters like hyphens, apostrophes or spaces, or address formats that don’t work for international or regional locations. These are small things that can affect people from multicultural backgrounds, non-binary applicants, or anyone whose details don’t fit standard templates.
Get input from people with different experiences
The way your recruitment process is designed plays a big role in whether people feel included or excluded. This goes beyond the words in your job ad. It includes how your application systems work, what options are available in your forms, and who has been involved in shaping those experiences.
When only a small group of people contribute to the design, there’s a good chance that important perspectives are missed. As Dr Kayla Heffernan says, “Design is as good, or as flawed, as the people who make it.”
The Australian Human Rights Commission also highlights the importance of involving people with lived experience of disability when designing accessible systems. Inclusive design isn’t just about meeting standards—it’s about creating meaningful access for everyone.
Let candidates know support is available
It’s much easier for someone to ask for adjustments when they know it’s okay to do so. Mentioning this early on—in your job ad or during the application stage—can help. You might offer things like questions in advance, interview breaks, or different communication formats such as phone, video, or text.
It’s also a good idea to include clear contact details for requesting adjustments, ideally offering both phone and email options, to make it easier for all applicants to reach out.
Accessibility benefits everyone
Clearer instructions, flexible options and user-friendly systems don’t just help people with disability. They improve the experience for all applicants, including those who are neurodiverse, multilingual or simply short on time.
People experience barriers in different ways and sometimes in combination. Designing with accessibility in mind means considering all users. Reviewing these details is a simple way to open your recruitment process to more great candidates.
GAAD is a reminder that accessibility should be built into every step of the recruitment process.
How can WISE Employment help?
Whether you’re reviewing your current hiring process or making a few small changes, we can work with you to build systems that support inclusion from the start. Our team offers tailored advice, disability awareness training, and support with inclusive job ads, interviews and workplace adjustments.
To learn more, contact your local WISE office or visit our guide on how to make hiring inclusive and accessible.