Recruitment data becomes more useful when employers can understand what happened during the attraction stage, not simply what happened at the end of the hiring process.

CIPD inclusive recruitment guidance published in 2024 says employers should collect and analyse recruitment data to help progress inclusion goals. It also recommends looking at where different groups may be less likely to apply and asking recruitment agencies or headhunters about their efforts to engage diverse candidate pipelines.

That creates an operational question for recruitment teams. Can the organisation consistently see which attraction activity took place against individual vacancies?

An ATS may hold applications and workflow data. Agencies, multiposters and other suppliers may provide their own reporting. The challenge is bringing relevant attraction evidence together in a form that can be reviewed consistently.

Diversity Jobsite can complement those existing processes by adding specialist candidate outreach and a documented vacancy level record of that activity.

For recruitment managers, this can make campaign reviews, supplier discussions and organisational reporting clearer. The practical value is not replacing existing recruitment systems. It is giving decision makers better visibility of the attraction activity carried out before shortlisting.