This checklist is designed to assist recruiters in adhering to the Americans with Disabilities Act (ADA) during the hiring process. Following these steps will help ensure an inclusive, non-discriminatory recruitment process, highlighting common areas where errors often occur.

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5 Common Areas Where Mistakes Are Made

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Overlooking Accessibility in Digital Platforms: Not ensuring job portals and application processes are accessible can deter talented candidates with disabilities.
Inadequate Training: Failing to train staff on ADA compliance and inclusive recruitment can lead to unintentional discrimination.
Inappropriate Interview Questions: Asking about the nature or severity of a candidate's disability is a common pitfall.
Neglecting Environment Accessibility: Overlooking physical access to interview locations can create barriers for candidates with mobility challenges.
Delaying Accommodation Requests: Failing to provide timely accommodations during the recruitment process can result in non-compliance and a negative candidate experience.

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ADA Compliance Checklist

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Download the full checklist:

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Pre-Recruitment Phase

Job Description Review

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Ensure that job descriptions focus on essential functions and outcomes, not the manner in which tasks must be performed.
Avoid specifying unnecessary physical requirements unless they are genuinely essential to the job.

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Advertising Accessibility

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Ensure that job postings are accessible to individuals with disabilities, including compatibility with screen readers and alternative formats upon request.
Include an accessibility statement and contact information for accommodation requests in job postings.

Training and Awareness

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Train recruitment staff on ADA requirements and the importance of inclusive recruitment practices.
Regularly update training to reflect current ADA guidelines and best practices.

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Application and Screening Phase

Accessible Application Process

Verify that the online application platform is accessible to candidates with various disabilities.
Provide alternative means of application (e.g., phone, e-mail) upon request.

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Communication Accommodations

Offer to provide application materials in alternative formats (e.g., large print, Braille) if requested.
Ensure communication channels are open for candidates to request accommodations.

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Interview Accommodations

Clearly communicate the availability of accommodations during the interview process.
Prepare to provide requested accommodations, such as sign language interpreters, without delay or inconvenience to the candidate.

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Learn more about Disclo Hire, Disclo’s interview accommodations product for talent acquisition teams.

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Interview Phase

Environment Accessibility

Ensure the interview location is physically accessible to individuals with various disabilities.
Arrange for accessible parking, entrances, and facilities.

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Interview Conduct

Train interviewers to focus on the applicant's ability to perform essential job functions with or without reasonable accommodations.
Avoid questions that directly or indirectly relate to the candidate's disability.

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Post-Interview Phase

Feedback and Communication

Provide timely feedback to candidates, maintaining transparency while respecting confidentiality.
Ensure communication methods used for feedback are accessible to the candidate.

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Record Keeping

Maintain records of accommodation requests and actions taken, ensuring privacy and confidentiality.
Use this data to review and improve the recruitment process for future compliance and inclusivity.

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By adhering to this checklist, recruiters can enhance their compliance with ADA requirements, fostering an inclusive and equitable recruitment process.

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