ILR School

A Review of Selected E-Recruiting Websites: Disability Accessibility Considerations

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Ten job boards1 and 31 corporate E-recruiting websites were evaluated for accessibility for people with disabilities. The examination was performed using both an automated accessibility testing software (Bobby v3.2) and an examination of a sub-sample of the sites through a “simulated” application process. The simulated application process was performed utilizing only the information available to a screen reader and navigating the site using only keyboard commands, duplicating how a blind individual would typically navigate the web. The purpose of this second method was to see if it would be possible to successfully proceed through the entire multi-step job search and application process. None of the job board pages (home, job search, signup, or resumé submittal pages) evaluated by Bobby were found to be accessible. The vast majority of corporate E-recruiting sites also failed Bobby’s tests. The simulated application process evaluation was slightly more promising, but still only three of the nine job boards and three of the twelve corporate sites evaluated were accessible enough to work through the entire process of registration, job searching, resumé submittal, and application for a position. Many of the issues encountered could easily be corrected through the consistent use of alternative text for essential submit image buttons (i.e. “apply,” “post resumé”).

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access; accessibility; accessible; accommodate; accommodated; accommodating; accommodation; ADA; adaptation; adjustment; alternative; Americans with Disabilities Act; bias; bigotry; change; Civil Rights; convenience; developmental disabled; disabilities; disability; disability policy; Disability Rights Laws; disable; disabled; disablement; disabling; discriminate; discriminating; discrimination; e-recruiting; earnings; ease of access; EDIcat1-AAA; EDIcat4-DER; employ; employing; employment; Equal Opportunity; Guiding Principles; handicap; handicapped; HR; HR Policies; Human Resource; Human Resource Management; human resources; Human Resources Management; impairment; inequity; information technology; intolerance; IT; learning disability; limitation; mental handicap; mental retardation; modification; openness; personnel; physical disability; policies; policy; prejudice; procedures; protection; public policy; public programs; regulation; rules; self-employment; separation; single out; statute; stereotype; technology; ADA Accommodation & Accessible IT; Disability Employment Research; Title 2; Title 3; Title II; Title III; unfairness; user-friendliness; work


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