Hiring people for summer or seasonal jobs can happen fast, but that doesn’t mean it can’t be inclusive. A lot of people face barriers when applying for short-term jobs, especially folks with disabilities. The good news? There are easy ways to make your hiring and onboarding more welcoming and accessible for everyone.
Common Barriers and How to Overcome Them
One big challenge is tight timelines. When hiring is rushed, there’s often no time to ask about or set up accommodations. A simple fix is to build accessibility into your hiring templates ahead of time. That way, you’re not starting from scratch. You can also include information about accommodations right in the job posting.
Another barrier is that some applicants, especially young people, might not know their rights or feel safe asking for accommodations. They may worry it will affect their chances of getting hired. Make it normal to talk about accommodations. Let people know early on that they can ask for what they need, and explain how to do that.
Application processes can also be a problem. Some forms don’t work with screen readers or are only available in formats that aren’t accessible. Try offering different ways to apply, like email, video, or phone. Make sure your online tools follow accessibility standards like the Web Content Accessibility Guidelines (WCAG).
Onboarding and training can also be tricky if materials are hard to understand or if there’s no clear structure. Use different formats, like videos with captions, written guides, and checklists. Always check in with new hires to see what they need.
Another barrier is attitude. Some people think accessibility doesn’t matter for short-term jobs. But it does. Train managers and team leads to take accessibility seriously for all roles, even if someone is only working for a few months.
Think about physical spaces. Is the job site easy to get to? Are doorways wide enough? Are essential tasks essential? For example, if the job says someone must lift heavy items, make sure that’s truly required or offer other options if it’s not.
Four Pillars of Accessible Summer Hiring
Here are four key ideas to help you make your hiring more inclusive:
- Clarity is Kindness
Use simple words and clear instructions. Share details about the job, schedule, and expectations. This helps everyone, especially new workers, feel more informed, empowered and welcome.. - Access is Anticipated
Plan ahead for accessibility. Don’t wait for people to ask. Use different formats for applications and training. List examples of accommodations you already offer. Pair new hires with a buddy for extra support. - Inclusion is Intentional
Reach out to different communities when you post jobs. Use inclusive images and language. Talk about your values, so people know they’ll be welcomed. During onboarding, use pronouns and encourage people to share what they need to do their best work. - Flexibility is Fairness
Rigid rules leave people out. Offer interview options like phone, video, or written, and give questions 24 hours in advance. Count lived and community experience, not just formal training. Honour different ways of knowing and being.
Start Small, It Still Makes a Big Difference
Even small changes like using plain language or sharing interview questions early can help more people apply and succeed. Get feedback from your seasonal staff and keep improving each year.
Tools like ChatGPT can help you rewrite job ads in plain language. Check out our tip sheet on Seasonal and Summer Hiring!
Accessible hiring helps everyone, no matter how long they’re staying.