Top Accessibility Features in Interviewing Software

Globally, 1.3 billion people live with a disability, according to the World Health Organization. Yet, the Disability Index reveals only 5% of U.S. employees disclose their disability by the time they onboard, often because the hiring process or the organization itself isn’t built to support them. 

When time limits, locations, or communication formats create barriers, candidates disengage with the hiring process. In particular, CareerPlug’s research shows that more than one third of job seekers have turned down a job offer after a negative interview experience.

Accessibility in interviewing software addresses those barriers directly. These tools are designed to allow every candidate to see, hear, and interact with the hiring process on equal terms. Features like captions, screen reader compatibility, and flexible interview formats make inclusion measurable and consistent for every applicant.

Why Accessibility Matters in Interviewing

Inclusive hiring begins long before a job offer is made. The accessibility of a job interview determines who can meaningfully participate in the process and how fairly their abilities are assessed. Specifically, it: 

Promotes a Fair and Accessible Candidate Experience 

A recent HR Brew survey found that one in four disabled workers has experienced discrimination during a job interview. When technology or process design prevents candidates from receiving instructions or navigating interfaces, the evaluation ends up measuring privilege more than competence. 

Accessible interviewing practices correct the imbalance and remove the friction that skews hiring outcomes. Once every applicant faces the same recruitment conditions, the process becomes fair and measurable. 

Complies With Legal and Ethical Standards 

Accessibility in interviewing is also a legal and ethical expectation. Frameworks such as Canada’s Accessibility for Ontarians with Disabilities Act (AODA), the UK Equality Act 2010, the European Accessibility Act, and the Americans with Disabilities Act (ADA) each require employers to provide reasonable accommodations throughout the hiring process, including interviews. The Rehabilitation Act of 1973, particularly Section 508, extends this obligation to federal contractors and organizations receiving public funding, mandating accessible digital communication and technology.

Together these regulations define accessibility as a condition of lawful, responsible hiring, rather than a mere courtesy extended at discretion.

Sets the Tone for Employees Disclosing Disabilities 

Accessibility during interviewing gives a strong hint at how candidates might feel included once hired. If the process is open and supportive, candidates are more likely to disclose their individual disabilities or health conditions. Unfortunately, though, employers still have a long way to go in terms of how they respond to these disclosures. 

One quarter of Deloitte’s Disability Inclusion at Work 2024 survey respondents had disclosed a disability or health condition to their employer and requested specific accommodations, yet 74% had at least one of their requests rejected. Nearly one in five saw every request denied. Organizations that prioritize accessibility in interviewing must sustain that commitment through every stage of employment, so inclusion remains a lived practice rather than a moment in the hiring process.

Broadens Access to Talent 

When representation barriers are removed during hiring, employers can strengthen their talent pipelines with capable candidates who aren’t limited by circumstance, widening access to individuals who might otherwise be excluded. This approach has exceptional results for the business. 

In particular, McKinsey’s Diversity Matters Even More report found that organizations in the top quartile for board diversity are 27% more likely to outperform financially than those in the bottom quartile. The same analysis shows a continuing positive correlation between diversity and profitability, proving that inclusion and performance move in the same direction.

Core Accessibility Features in Interviewing Software

Making interviews accessible requires technology designed with equity in mind. But where to start? While each inclusive hiring software offers its own combination of tools and settings, the best makes it easy for every applicant to participate fully, no matter their needs or setup. 

Here’s what to look for when evaluating software built to support inclusive and compliant interviewing.

Benefits of Accessible Interviewing Tools

With the right mix of features, a purpose-built accessible interview platform offers significant benefits, including: 

Centralized Compliance Management

When interviewing platforms are pre-equipped with accessibility tools, they enable hiring teams to stay on top of the red tape. Quality platforms align automatically with the latest regulatory frameworks, and provide built-in audit trails that make compliance automatic instead of measurable.

Simplified Candidate Support

The benefits aren’t limited to your internal teams. Prioritizing accessibility in interviewing software also directly improves the candidate journey using self-serve functionality. Instead of contacting the hiring team directly (and adding to their administrative burden!) candidates can simply request or activate accommodations, like captions or alternate formats, within the platform itself. 

Easy Integrations With Broader Hiring Systems

Accessibility extends through every stage of recruitment, not stop at the interview itself. When accessibility features live within an integrated hiring suite, information flows naturally across scheduling, interviewing, assessments, and onboarding. 

For a candidate, that might mean receiving an individual interview invitation that automatically includes captions, accessible time-zone options, and clear instructions formatted for screen readers, all without having to ask. Each step feels consistent, reducing the need to repeat accommodation requests so candidates can focus on demonstrating their strengths.

Challenges Without Accessibility Features

If you’re tempted to skip accessibility as a core functionality of your interview platform, here’s a glimpse at the alternative DIY route. You’ll need to: 

How Software Improves Accessibility at Scale

Perhaps the greatest advantage of using dedicated software as part of your inclusive hiring strategy, is the ability to be inclusive at scale. The right accessibility interview platform enables you to: 

Champion Accessibility in Interviewing Software

Promoting accessibility in interviewing software turns good intentions into measurable action. VidCruiter has spent more than a decade helping employers design hiring processes that are structured, compliant, and fair. As one of the pioneers of video interviewing, the company has expanded that expertise into a complete recruitment platform that prioritizes accessibility for every candidate.

Key accessibility commitments include:

Accessibility is the infrastructure of modern hiring and the organizations that champion it will find stronger teams, deeper trust, and a reputation that lasts. In a hiring landscape defined by innovation, true progress begins with access.