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Practical Tips to Make Your Hiring Process More Accessible

68% of Canadians with disabilities face barriers during hiring.

That’s a lot of candidates who might be discouraged or deterred by a lengthy, inaccessible hiring process. When auditing your recruitment process for accessibility and inclusion is put on the back burner, qualified talent is overlooked and inequities are reinforced.

Instead, by taking intentional steps to identify and remove those barriers, you can create fair opportunities for everyone to contribute their skills and strengths.

Not to mention, inclusive hiring also helps build stronger teams, bring in fresh perspectives, and create workplaces that reflect the diverse communities we live and work in, especially here on the waterfront.

The good news? Improving accessibility in your hiring process doesn’t have to be complicated. Here are some practical tips you can put into action right away.

Language matters. The words you use in a job posting can either invite people in, or unintentionally push them away.

Here are some tips to keep in mind when considering how you can make your hiring process more accessible to all:

• Consider including a clear statement about your commitment to accessibility and / or DEI, and provide instructions for how candidates can request accommodations during the interview process.
• Use plain, clear language that accurately describes the role and responsibilities. For example, jargon, acronyms, or overly complex language can be confusing or intimidating for candidates who have the right skills but aren’t familiar with “insider” terms.
• Focus on skills that are truly essential, rather than “nice-to-haves.” A laundry list of credentials, years of experience, or technical skills may discourage candidates from applying, even if they’re a great fit.

An accessible application system can make or break a candidate’s experience. Imagine the frustration of being excited about a job, only to find the application portal doesn’t work with a screen reader, or takes an hour to complete because of unnecessary steps. These barriers can be enough to stop people with disabilities – or anyone – from applying at all.

Here are some tips for creating a barrier-free application process:

• Keep the process streamlined. Long, complex forms can be discouraging for everyone. Aim to keep your application short and focused on what you truly need at this stage. The easier it is to apply, the more likely great candidates are to stick with the process.
• Ensure your online application platform is compatible with screen readers and assistive technology. Regularly test your system for accessibility or work with your vendor to address gaps. It’s a small step that can make a big difference!
• Offer alternative ways to apply for candidates who may encounter technical barriers. For example, including a line on your job ad that welcomes candidates to send their resume and cover letter in via email.

Candidates shouldn’t have to wonder if they can request accommodations. People may hesitate to ask because they worry it might affect how they’re perceived as applicants. So, consider the following tips to help make accommodations accessible from the start:

• Let applicants know in advance that accommodations are available at each stage of the hiring process. A simple line in your interview invitation or job posting can take away uncertainty and stress. For example: “If you require accommodations at any point in the hiring process, please let us know – we’ll be happy to work with you.”
• Accommodations are about meeting people where they are. This could mean ensuring the interview room is physically accessible, offering extra time, providing an option for a virtual interview, or using captions during virtual interviews.
• Build flexibility into your process rather than waiting for candidates to ask. Instead of reacting case by case, design your process to be adaptable. Offering choice in how interviews are conducted (phone, video, in-person) or allowing breaks during longer assessments can help create a more inclusive experience.

Even the best systems fall short if the people involved aren’t prepared. Hiring managers play a critical role in shaping a candidate’s experience, and without the right awareness, unconscious bias can creep in.

Here are some tips to keep in mind:

• Provide training for hiring managers on unconscious bias and inclusive interviewing. Bias isn’t always intentional, but it can influence decisions in subtle ways — from assumptions about someone’s abilities to how comfortable an interviewer feels with differences. Training helps managers recognize these blind spots and focus on what really matters: skills, experience, and potential.
• Focus interviews on skills and experience. For example, structured interviews, where each candidate is asked the same set of questions, can help reduce bias and create a more level playing field.
• Remind managers to check if accommodations are required and to approach these conversations with openness and respect. Something as simple as adjusting the pace of an interview can make a huge difference.

The hiring process is often a candidate’s first real glimpse into your organization. When that experience is accessible and inclusive, it sets the tone for everything that follows.

By removing barriers and being intentional about inclusion, you not only open doors for a wider pool of candidates, but also build stronger teams and a healthier workplace culture, too.

Looking for support in building more accessible workplace practices?

The Waterfront DEI Council provides tools and hands-on support to help our members and their teams embed accessibility and inclusivity into their policies, practices, and workplace culture — creating spaces where everyone feels empowered to thrive on the waterfront.