What good is the best job advertisement if some of the candidates can't even get to the application form?
Digital barriers are silent. They don't show up in bounce rates. They don't appear in interviews. And yet they determine who can apply in the first place – and who is left out. For companies competing for skilled workers, this is more than a side note – it's a structural risk.
Recruiting today is not just a question of reach. It's about accessibility. If you want to attract talent, you have to break down barriers – technical, linguistic and visual. In this article, we present five tools that will help you do just that. Step by step, in a practical way – and with a noticeable effect on your employer brand.
Optimise the early stages – AI matching & accessible ATS (applicant tracking system)
It often starts with the search – or rather, with invisibility. Candidates with visual impairments, neurodivergent talents or people with motor impairments often find themselves in a recruitment system that simply does not take them into account. Yet the first point of contact is crucial: is someone seen as a person with potential – or as an exception to the standard process?
Modern, AI-supported job matching systems offer a promising solution here. They match applicants' skills, experience and preferences with the requirements of open positions – even if these are not listed 1:1 in their CV. This not only takes the pressure off the recruiting team, but also opens the door to candidates with unconventional CVs, career breaks or special needs (Accenture 2023).However, for this matching to take place at all, a barrier-free foundation is required: the applicant management system. Many applicant tracking systems (ATS) still do not meet Web Content Accessibility Guidelines (WCAG) standards.
For people with screen readers, limited fine motor skills or visual impairments, this is a deal breaker – before the matching process even begins.
Future-proof ATS rely on accessible navigation, keyboard control, high-contrast design and compatibility with assistive software. Systems such as Recruitee, Softgarden and Greenhouse have made improvements in this area in recent years. Nevertheless, the responsibility remains with the company: only those who regularly review and test their own systems and gather feedback from the target group can ensure that the application process is accessible to everyone (HR Grapevine 2024; Accenture 2023).
Accessibility does not begin in the interview room. It begins with the question of whether someone can apply in the first place.
Language creates access – inclusive text tools & accessible interviews
Recruiting is communication in its purest form. And language can exclude people long before they even have a face-to-face interview. Complex wording, technical jargon, unclear requirements or overloaded texts cause candidates with cognitive impairments, language barriers or reading difficulties to drop out.
Yet it is precisely here that a lot can be achieved with little effort.
Inclusive language tools address this issue head-on. They help make texts simpler, clearer and easier to understand – without losing any of their meaning. Tools such as text analysis software based on plain language standards or AI-based readability checkers analyse job advertisements, company descriptions and career pages and suggest specific improvements. Some can even be integrated directly into common ATS systems. Lowering the barriers to entry increases the target group – and thus access to talent that would otherwise fall through the cracks (CareerTeam 2025).
Unintended barriers often arise during the job interview itself. Video formats, which are now standard, offer potential – if used correctly. Software solutions such as Zoom, Microsoft Teams or specialised interview platforms enable subtitles, transcription and even the integration of sign language interpreters. Those who actively think about accessibility here not only create access, but also demonstrate their attitude.
Impairment-accessible interviews are a sign that you are serious about participation, respect and genuine inclusion.
Screen readers & beyond – designing digital forms correctly
An application form is more than just a form. It is a test: how seriously does a company take digital participation?
For many applicants with visual impairments or motor restrictions, the hurdle starts right here. Input fields that cannot be accessed via keyboard. Buttons without labels. Captchas without alternatives. Or PDFs that cannot be read on mobile devices. The result: the process is abandoned – not out of disinterest, but because of technical exclusion.
Yet solutions have long been available. Modern application forms can be optimised for screen readers, made WCAG-compliant and mobile-friendly. Tools such as Jobvite, SmartRecruiters and accessible in-house developments enable easy navigation, labelled fields, clear focus guidance and semantically correct HTML structure. Supplemented by alternative input aids, they make applications accessible to people with assistive technologies (Accenture 2023).
But it's not just about technical standards. It's about not thinking of the process as a one-way street. A good, accessible application flow provides guidance. It explains what is expected, how long the process takes and what options are available. Some companies now offer accessible short applications or the option of submitting applications via voice message or video to accommodate different abilities (CareerTeam 2025).
Accessibility in forms is the moment when inclusion becomes a reality – or fails. Get the checklist from our colleagues at CareerTeam: Checklist for accessible and successful career pages
Integration & impact – How accessible recruiting transforms your branding
Accessibility does not end when the application is submitted. It has a lasting effect. And it speaks volumes about your corporate culture. And we all know exactly how critical corporate culture will be in 2025.
Companies that see digital accessibility not just as a legal obligation but as a strategic lever are positioning themselves clearly. They show that diversity doesn't stop on their career page but starts in the application process. This not only strengthens the candidate experience. It also shapes the image that talent, employees and the public have of the employer brand.
A barrier-free candidate journey is an underestimated branding booster. It conveys the message: you are welcome here – no matter how you move, read, hear or communicate. Studies show that applicants rate companies as more credible, modern and responsible when they invest in digital accessibility (CareerTeam 2025; Accenture 2023). And it is often these soft factors that determine whether a talented candidate accepts an offer or moves on.
There is also a side effect that should not be underestimated: accessibility also has an internal impact. It raises awareness among hiring teams, changes evaluation patterns and ensures a more appreciative interview culture. Those who adapt the process automatically change the attitude behind it.
Making inclusion visible does not mean putting a logo on your career page. It means creating systems in which diversity can truly flourish.
Conclusion: Accessibility is an attitude – not just technology
Barrier-free recruiting is not a special case. It is the new normal for companies that take diversity seriously – and do not leave access to talent to chance.
With the right tools, digital barriers can be broken down: in matching, in language, in interviews, in forms. But don't forget one thing: this is not purely a technical project, but a cultural decision. Because how we treat people often begins with how easy we make it for them.
Those who integrate accessibility show respect. That's what it's all about. And they create an application process that is truly open to everyone – not just in theory, but in every line, every window and every click.
Would you like to ensure that your application process is truly open to all talent, regardless of limitations or life experiences?
Foxio supports you in making your candidate journey accessible, user-friendly and future-proof. With digital expertise, a clear strategy and a genuine understanding of inclusive talent acquisition.
Talk to us about how you can break down barriers and strengthen your employer branding at the same time.
We look forward to hearing from you.
Sources
- Accenture (2023): The Disability Inclusion Imperative (PDF)
- HR Grapevine (2024): Inside EY’s billion-dollar investment in human-centric AI
- CareerTeam (2025): Accessible application processes – How to reach a wider pool of talent
- CareerTeam (2025): AI and automation: How algorithms are making the application process more inclusive
- CareerTeam (2025b): Checklist for barrier-free and successful career pages
- Toggl Hire (2024): The Importance of Digital Accessibility in Virtual Interviews
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