Building Accessibility Options into the Screener Workflow

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This guide outlines best practices for building accessibility options into your Amplify Screener workflow.

Common Reasons to Add Accessibility Options:

  • You want to offer a text-based alternative for candidates who can’t complete a voice screener.

  • A candidate requests an accommodation due to accessibility needs.

  • You’re setting up a new Amplify Screener and want to make it accessible from the start.

  • You want to document and track accessibility requests for auditing purposes.

Option 1: Pre-Screen Accommodation Option

Add a single-select question before the screener step that presents a clear choice of options on how to complete the screening.

"We want to ensure an accessible experience for all candidates. Our screening process uses an AI-powered audio conversation. Do you need an alternative format due to accessibility needs?”

  • No, I'll proceed with the standard audio screener

  • Yes, I need an accessible alternative

If "Yes" is selected, route candidates to either:

  • A text-based version of the screener (if built)

  • A contact form to request accommodations from your recruiting team

  • A direct scheduling link to speak with a human recruiter

You can save candidate accessibility responses in Bullhorn for future reference and auditing.

Option 2: Email or Phone Alternative

In your screener invitation email or message, include a clear accessibility statement such as:

“If you require an accommodation to complete this screening due to a disability, please contact [email/phone] and we’ll provide an alternative process.”

Including accommodation options in your outreach lets candidates know they can ask for assistance before they even start the screener.