Recruiters face a practical gap. They run inclusive campaigns, yet struggle to evidence outcomes at role level. Boards and senior leaders ask for proof. Without structured data, teams rely on anecdote. The result is risk exposure and weak accountability. As highlighted in industry analysis, diversity work often lacks clear measurement and due diligence.
Current approaches fail because they focus on policy, not behaviour. Training alone does not show who applied, who progressed, or where barriers sit. Manual tracking adds workload and rarely stands up to audit.
What works better is structured attraction data through Disability Jobsite. Capture engagement at the advert stage. Standardise accessible formats. Track response by vacancy. This creates defensible evidence without extra admin.
Measure success by:
• Disabled candidate engagement per role
• Application completion rates
• Shortlist conversion
• Time to hire
Next steps:
• Audit your last 20 vacancies
• Identify evidence gaps
• Implement structured tracking via Disability Jobsite
• Report quarterly to leadership
Clear data protects credibility and budget.
