Talkpush is built for high-volume hiring across channels and devices, and that same flexibility is what makes the application process workable for candidates with disabilities. This article explains the concrete features you can use to remove barriers from your funnel, how to set each one up, and where to find the resulting information once a candidate has applied.

The single most useful accessibility feature in Talkpush is that a candidate never has to type, read a long form, or use a desktop to apply. The same conversational application that powers high-volume hiring removes the exact barriers that block many candidates with visual, motor, literacy, or cognitive disabilities.
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There are two ways to run a voice-first application, and you can use either or both:

There are two ways to run a voice-first application, and you can use either or both:

Audio prescreening questions. When you build a campaign's question set, set a question's type to audio or audio/text instead of text or multiple choice. The candidate hears or reads the question and replies by recording a spoken answer rather than typing. This is the simplest way to make an existing campaign accessible: convert the questions that would otherwise require typing into audio questions, and a candidate who cannot type or read comfortably can still complete the full screening. Audio/text leaves the choice to the candidate, which is the most inclusive default.
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​Conversational voice agents. For a fully hands-free screen, attach a voice agent (under the screen_interview category) to the campaign. The candidate has a spoken conversation with the AI interviewer, answers out loud, and the agent extracts the structured data you need from what they say. No reading, typing, or navigation is required at any point, and the agent can run in the candidate's language. This is the closest equivalent to a phone screen, available 24/7.
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Because both options live inside the normal application flow, a candidate with a disability uses the same link as everyone else — there is no separate, lesser "accessible version" to maintain.
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Candidates apply through WhatsApp, Messenger, Instagram, or the web interface, on whatever device they have. This matters for accessibility because it lets a candidate use the assistive setup they have already configured — their phone's screen reader, voice control, text scaling, or preferred messaging app — instead of forcing them onto an unfamiliar desktop portal. When Walmart removed the desktop-and-email requirement from its technical assessment and let candidates complete it on any channel and device, test completion rose from roughly 40% to 79.9%, which on 20,000 monthly tests meant nearly 8,000 additional candidates able to finish. The accessibility lesson is the same one that drove that number: do not require a specific device or environment to apply.

Automatic reminders also let candidates return to an unfinished application in their own time, which helps anyone who needs to complete the process in shorter sessions.

At Talkpush includes a built-in Disability candidate attribute. You can collect it by adding a prescreening question and linking the answer to that attribute, so a candidate can tell you — in their own words, or via a set of options you define — what they would find helpful. Phrase the question as an optional, clearly explained invitation rather than a requirement, and only ask when you can act on the answer.

Once captured, the attribute behaves like any other field in the CRM: you can search and filter candidates by it, build autoflows that route or flag those applications for a recruiter to give them appropriate attention, and segment recruiter assignment so the right person follows up. To make this useful in practice, give the attribute a clear description and, if helpful, a set of suggested values (for example, common accommodation types) so the data comes in consistently instead of as free text you cannot act on.

A note on handling: disability information is sensitive. Collect it only with a clear purpose, restrict who can see it where your CRM permissions allow, and follow your local data-protection obligations.

A few choices in how you build a campaign make a large difference:

The candidate-facing interface is designed to work alongside common assistive technology, and applying through chat channels lets candidates rely on the accessibility tools already built into those apps and their devices.

We have adopted WCAG 2.2 Level AA as our target standard for the candidate application experience. We chose 2.2 AA because it is the current W3C Recommendation and is backward-compatible with WCAG 2.1 AA, the level most widely referenced by accessibility laws — so working to 2.2 AA also addresses those earlier requirements. As part of this commitment, we are putting in place a recurring accessibility review of the candidate-facing flow, combining automated testing with manual screen-reader and keyboard evaluation, so that accessibility keeps pace as the product evolves.

Accessibility is an ongoing effort rather than a one-time milestone, and we welcome feedback from recruiters and candidates that helps us improve.
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