Building on the foundation of clear policies outlined in Ethical recruitment: It starts with clear policies, the next step for organizations to consider is the effective implementation of these policies. Having comprehensive policies is just the beginning. The approach to ethical recruitment should not begin and end with documentation. Companies must also translate these commitments into actionable tools and monitoring systems that protect workers throughout the supply chain.
One of the biggest gaps that companies face is a failure to effectively track the daily experience of their workers on the ground, especially those that work for supplier sites. With multiple layers between the organization and the actual workforce—including suppliers, labor agencies, middlemen, and subcontractors—clear, accurate, and regular visibility across recruitment channels and conditions becomes crucial.
Building an ethical recruitment program requires incorporating tools and strategies that promote fairness, transparency, and respect for workers, and can comprise of the following:
Core monitoring systems
• Map your recruitment chain, identifying all agents, brokers, and intermediaries involved in hiring processes.
• Document worker journeys from initial recruitment through placement.
• Monitor fee payments to ensure no recruitment costs are passed to workers.
• Maintain detailed databases of working conditions, contracts, and worker feedback on a regular basis.
Technology solutions
• Prioritize recruitment management systems that track processes and worker data in real-time.
• Use mobile reporting apps that allow workers to report issues directly.
• Leverage risk assessment tools, including those powered by emerging AI technology, that analyze recruitment patterns and flag potential red flags before they escalate.
Supplier assessment and training
• Create comprehensive evaluation frameworks for recruitment agencies and labor brokers using due diligence checklists.
• Develop risk scoring matrices and regular audit protocols.
• Provide management training on forced labor indicators.
• Build capacity in supplier management systems through trainings and engagement programs that ensure follow through with key lessons learned from trainings.
• Establish strong worker orientation programs that ensure workers understand their rights.
Monitoring and grievance systems
• Track key performance indicators like worker satisfaction scores and recruitment cost transparency.
• Conduct third-party audits and continuous improvement processes.
• Create anonymous reporting systems.
• Provide multi-language support.
• Establish local partnerships with worker advocacy organizations.
• Develop and implement clear escalation and follow-up procedures.
The International Organization for Migration (IOM) has also developed a Fair and Ethical Recruitment Due Diligence Toolkit to support businesses further. It provides practical tools that organizations can use to conduct comprehensive due diligence in line with the OECD Guidelines on Responsible Business Conduct, among other frameworks.
These tools work best when implemented as an integrated system rather than standalone solutions. Start with policy development and worker tracking, then gradually build out your technological and monitoring capabilities. The question isn't whether you can afford to implement these tools, but whether you can afford not to.
Download From policy to practice: Fighting worker exploitation throughout global supply chains to gain knowledge on how to take meaningful action towards eradicating modern slavery. Discover how BSI Consulting can help your ethical recruitment journey and ensure compliance with international labor standards.
