The hiring process is an important step in helping UC achieve an accessible electronic environment. Managers need to be sure to create IT job descriptions that include accessibility responsibilities. They also should emphasize accessibility experience when recruiting IT staff. Here are suggestions for incorporating accessibility in the hiring process:
Job DescriptionThe job description should specify accessibility programming and testing as part of the job responsibilities. (At locations that use Career Tracks, check to see if job titles in the Information Technology job family, e.g., User Experience Design, already incorporate language about accessibility.). Sample text:
- Design, program, test, and debug applications according to accessibility specifications.
- Test and evaluate software tools from accessibility and usability perspectives.
- Understand design principles, guidelines, and relevant policies, including web accessibility standards.
Job RequirementsThe job requirements should specify accessibility experience as a required or preferred skill. Example:
ScreeningWhen screening candidates for interviews, experience with accessibility should be used as a ranking factor. Some hiring managers send screening questions to the candidates as well. Example:
- Sample text: The campus is committed to creating an environment that is electronically accessible to the broadest range of users, including those with disabilities. Please describe your experience and skills related to creating accessible web applications.
InterviewsIn the interview, questions about the candidate's experience with accessibility should be included. Examples:
- Describe your process for ensuring websites you've created are universally accessible.
- What measures have you taken when someone has complained about website accessibility?
- What are some of the tools you use to check for accessibility?