Current GOV.UK recruitment guidance states that job specifications must not exclude disabled people where requirements are unnecessary, while recruitment information and application processes should be accessible and reasonable adjustments considered where required. 

For employers managing many vacancies, the challenge is consistency. A policy may apply organisation wide, but recruitment activity happens role by role. Evidence can therefore vary depending on the recruiter, supplier, campaign or advertising route involved.

Disability Jobsite helps create a more consistent vacancy level record by combining specialist disability candidate attraction with documented outreach activity.

That record can support recruitment assurance, campaign reviews and internal reporting. It can also sit alongside evidence already retained through an ATS, recruitment agency or other supplier.

The benefit is not a claim of compliance. It is clearer documentation showing what disability focused attraction activity was undertaken for a particular vacancy and when it occurred.

 Add Disability Jobsite to your next vacancy when consistent disability recruitment evidence matters.