Hiring

Make the Application Process Straightforward

A simple process helps every applicant do their best.

• Offer an email submission option alongside your online system. Whether or not you know how accessible your platform is, a second option makes applying easier for blind and partially sighted candidates.
• Use formats that work with common digital tools — for example, avoid scanned-image PDFs.
• Provide applicants with a way to contact you if they run into issues or need an alternative method of submission. Clear communication keeps the process smooth for everyone.

Focus on Skills First

Blind and partially sighted candidates bring strong experience, adaptability, and well-developed problem-solving skills. Review their qualifications the same way you would for any other applicant. This keeps the conversation grounded in how they work, not whether they can.

If questions come up, ask directly and respectfully:

• “How do you prefer to review documents?”
• “Does your screen reader work with Microsoft Office or our internal platforms?”
• “Is there anything helpful for us to know before onboarding?”This keeps the conversation grounded in how they work, not whether they can.

Make Workplace Tools Accessible from Day One

Most changes are simple, inexpensive, and quick to implement — and many benefit your whole team.

• Provide digital documents in text-based formats (Word, accessible PDFs, HTML, or plain text).
• Avoid scanned images of text.
• Ensure the new hire knows who to contact if they run into an access barrier.
• If you don’t have internal IT support, you can work with the new hire and, if needed, an external agency or accessibility professional to confirm compatibility with screen readers, magnification tools, or mobile apps.
• Assistive technology and AI tools continue to expand what’s accessible — but communication helps ensure everything works as intended.

Offer a Thoughtful Orientation

A good orientation promotes confidence and independence.

• Spend time walking through the workspace, key routes, and safety procedures.
• The candidate may request to work with their own Orientation & Mobility (O&M) Specialist to assist in becoming familiar with their new work environment. You can support this by making the space available during quieter times.
• Give an overview of the digital systems and tools they will use (email, shared drives, scheduling software, internal platforms).
• Invite the employee to share any accessibility needs as they come up, especially as they start using new systems.

Communicate Clearly with the Team

Setting the stage early helps the whole team collaborate smoothly.

• Let colleagues know the new hire’s role and any simple preferences or accommodations that support clear communication (e.g. sharing documents in text formats, letting them know once you’ve entered a room by identifying yourself by name).
• Keep the tone positive and practical, with a focus on how everyone can work together most effectively.
• This helps the team feel prepared and ensures the new hire doesn’t have to explain everything alone.

Keep the Conversation Going

Success doesn’t come from knowing everything on day one — it comes from ongoing open communication.

• Check in during the first week, first month, and after key training periods.
• Ask what’s working well and where small adjustments could help.
• Stay responsive and flexible. Shared problem-solving leads to stronger outcomes for everyone.

Evidence & Further Resources

• McDonnall & Antonelli (2020). A Second Look at Factors Associated with Employer Hiring Behavior Regarding People who are Blind or Have Low Vision.
  
• NRTC Publications. Improving Knowledge and Attitudes via an Interactive Video: Randomized Controlled Trial.
  
• Discover Ability Network. Hiring resources and employer support.
• Brief Employer Meeting Study. The impact of a brief meeting on employer attitudes, knowledge, and intent to hire.
  
• Hiring Behaviour Second Look. A Second Look at Factors Associated with Employer Hiring Behavior Regarding People who are Blind or Have Low Vision.

FAQs and Resources for Employers & Agencies