The Competition and Markets Authority reported in June 2026 that it is integrating diversity insight into routine people reporting and setting clearer leadership expectations around workforce planning, recruitment and progression. This illustrates how recruitment evidence can form part of wider organisational oversight. 

That creates a practical challenge for employers using several recruitment channels. An ATS may record applications. A multiposter may distribute vacancies. Agencies may manage individual assignments. But evidence of targeted attraction activity can remain dispersed across different systems and suppliers.

Diversity Jobsite adds another layer. Vacancy level outreach evidence can be consolidated into a clearer recruitment record, helping employers connect individual campaigns with wider reporting and assurance.

It does not replace existing recruitment infrastructure. Its value is in making specialist candidate attraction easier to evidence consistently across vacancies, campaigns and reporting periods.

For larger employers, that can make recruitment activity easier to review at organisational level.

Explore Diversity Jobsite for recruitment outreach that is easier to evidence and report.