There are 3 ways employers generally solve compliance problems.
1. Employers have a dedicated person to take calls and assist on the application process.
2. Employers have people fax their resumes.
Best Practice Approach
3. Employers go to their ATS companies to discuss accessibility, what they know, and how they are going to get the software accessible.
The first two ideas are what I would call band-aid approaches. Because the directive states “accommodation,” the company can have some wiggle room by having someone dedicated to assist in the application process. AND, yes companies can do technically do this; however, I don’t think this will be a viable solution for the long term.
If you are handling those resumes differently than you do with the resumes that come through the online process, then you will be out of compliance again. This is because of the EEOC and systemic discrimination from the OFCCP directive in 2006. Essentially, if you are handling the resumes any different than you do with the online resumes, including putting them in a basket or file, then you could be out of compliance.
The best practice approach, and the best way, to be compliant is the third way: Making the Applicant Tracking System accessible for all people to access your jobs online. Having your ATS accessible will make your online process acceptable.
If you need help with accessibility, there are companies that can assist you, such as HirePotential. Companies like HirePotential can assess your website to see what needs to be done to have your jobs be fully accessible to all people, help you meet OFCCP compliance, AND open up your virtual doors to a larger talent pool of qualified individuals.