How do US Affirmative Action Employers handle reporting on Evergreen requisitions?

Summary:

We are looking for some ideas on how US Affirmative Action Employers handle reporting on Evergreen requisitions.

Content (required):

We are looking into options for utilizing evergreen requisitions in the US. However, we are trying to determine the best approach for linking the parent and child requisitions together for reporting purposes. We have thought about using a UDF, but then are unsure how to manage reporting on the applicant pool that is on the evergreen requisition. 

For example, if we have a applicant on the evergreen requisition that gets hired at Location #1, we don't want the applicant to be counted for in Location #2 Applicant Flow reporting for Affirmative Action purposes. Does anyone have any recommendations on how to handle evergreen requisitions in the US and ensure the proper reporting for Affirmative Action Applicant Flow Reporting purposes?