Founder and CEO of Equally AI, a world-class, secured, convenient and modern web accessibility compliance solution for everyone.
In previous articles, I’ve provided general guidelines to help businesses meet ADA and Section 508 compliance requirements on their websites. However, I’ve found that many business leaders often do not have the required technical skills or time to devote to improving their site’s accessibility by themselves.
A great option in such cases is to hire a web accessibility specialist. If you find the right person, they can become a real asset to your business over time. Here are some important considerations to keep in mind when looking to hire an accessibility specialist for your company.
Understanding The Different Roles
Writer Arthur D. Hlavaty is often credited with saying, “The first secret of getting what you want is knowing what you want.” This saying holds for finding the right talent for your team. Web accessibility experts are not ideally one-person-fits-all individuals. They each have different specializations, skill sets and experience levels.
Let’s look at some key web accessibility job roles.
1. Web Accessibility Consultants
These experts offer guidance on making websites and apps accessible. They focus not only on current issues but also provide a roadmap for future development. Their deep knowledge of web accessibility standards and guidelines allows them to bring a holistic view to the remediation process that factors in both the technical and user experience aspects of your website.
2. Accessibility Developers
Accessibility developers’ primary responsibility is to build and modify digital platforms to ensure they meet accessibility standards such as WCAG (Web Content Accessibility Guidelines). Developers transform the consultant’s strategies into website features that are accessible without compromising the site’s design. Think of them as the engineers who build the house (i.e., your website or app) in a way that everyone can easily enter and navigate.
3. Web Accessibility Testers Vs. Auditors
While both these roles might overlap in their tasks, they differ in approach and depth. Testers actively interact with sites, using both automated and manual testing methods to identify usability issues, especially from the perspective of users with disabilities. They usually work on specific components or features and provide a precise list of accessibility issues or bugs that developers need to fix.
On the other hand, auditors take a broader approach by analyzing a website’s entire structure, design and content against established accessibility standards like WCAG. They then provide comprehensive audit reports that outline the overall level of accessibility compliance, along with recommendations for improvements. These reports can be used for strategic planning, budgeting and ensuring legal compliance.
In-House Vs. Contracting: Making The Right Choice
Deciding between hiring an in-house web accessibility expert or contracting out to an external agency can be a tough decision. Both have their merits, and the best choice depends on your business’ unique needs and circumstances.
Hiring in-house may be more expensive, but you reap the benefits of having a team member who’s fully committed to your company’s goals. It also allows for better collaboration and upskilling opportunities for team members to stay updated on accessibility best practices.
Outsourcing the job can provide flexibility and specialized skills that you may not have in-house. Also, depending on the terms of the contract, you can cancel the service whenever you like. This potentially lowers costs without long-term commitments, especially for short-term projects.
The following factors can help you decide which hiring method best suits your needs.
• The project’s duration: Is it a one-time project or an ongoing commitment?
• Your budget: While you may be able to afford the upfront costs, can your resources cover the long-term costs?
• The expertise required: Do you need a general accessibility expert or someone with more specific skills?
General Hiring Tips
1. Evaluate experience.
Regardless of the specific role—be it a consultant, developer, auditor or tester—it’s worthwhile to look into the applicant’s past experiences. When reviewing their previous projects, look for evidence of their expertise in web accessibility. During the interview, ask for specific challenges they’ve overcome or effective strategies they’ve developed.
2. Provide clear job requirements.
When posting the job, be explicit about what you expect for each role. A solid knowledge of WCAG and ARIA (Accessible Rich Internet Applications) is a must for all roles. By being clear from the outset, you filter out candidates who don’t match your requirements and make the hiring process smoother.
3. Find applicants from verifiable, trustworthy sources.
Ensure that you’re pulling candidates from reputable platforms or agencies, especially given the specialized nature of these roles. Websites dedicated to web accessibility or professional networks can be a good starting point. Requesting recommendations from peers or industry experts can also yield high-quality candidates.
4. Prioritize values and soft skills.
Technical expertise is crucial, but don’t forget about soft skills and value alignment. For all roles, effective communication is essential, especially since they’ll often need to explain complex accessibility issues to non-technical team members and stakeholders. The right candidate must also have empathy, a key trait for understanding user experiences and the ability to adapt to new changes within the industry.
5. Consider a trial period.
Before finalizing the hiring decision, consider offering a short-term project or trial period. This allows you to gauge the applicant’s hands-on skills and helps both parties ultimately decide if there is a good fit in terms of work dynamics and company culture.
As the internet continues to expand and evolve, the need for web accessibility will only grow. Whether you hire in-house or contract a freelancer, understanding the roles, knowing what to look for and preparing for the interview process are all vital steps. Being equipped with the right knowledge helps you make informed hiring decisions and build a more cohesive, effective accessibility team.
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