Local government hiring is exposed before the interview. If a vacancy is reviewed, the first question may not be who applied. It may be whether the authority can show evidence from the attraction stage at all. Many still cannot.

Recruiters face pressure from both sides. Services want faster hiring. Governance wants clearer evidence. Authorities with a Disability Confident commitment, especially those recognised as Disability Confident Leaders, face even greater scrutiny. The standard is not only intended. It is proof.

That is where current practice fails. Most reporting starts only when a candidate enters the ATS. That leaves the advert stage largely invisible. Mainstream reach and internal assurance do not prove that disabled candidates were aware of the vacancy before applying. In a governance review, this weakens the line between disability inclusion commitments and actual channel performance.

What works better is data captured before candidates apply. Disability Network Jobsite supports the attraction stage, as evidenced by earlier engagement in the process. That gives HR and governance teams a stronger base for sampling, challenge, and year end reporting, especially where Disability Confident Leader status must stand up to review.

What to do next. Take one role from advert to shortlist and identify exactly where your evidence starts. If it starts with "apply," the gap is already there.