Responsible Recruitment Standard Implementation for a Global Food and Beverage Company
Context
A global food and beverage company engaged Humantics to develop and operationalise a Responsible Recruitment Standard across its global operations and business partners.
The standard was intended to integrate responsible recruitment principles into recruitment, hiring and employment practices, covering workers recruited directly by the company as well as those sourced or provided through recruitment agencies, staffing agencies, labour brokers and relevant service providers.
Challenge
The company needed to establish clear and consistent responsible recruitment expectations across different markets, business functions and recruitment arrangements. The standard needed to be relevant to all workers while recognising the heightened recruitment risks that migrant workers may face. It also had to clarify the responsibilities of the company’s entities and labour providers across the recruitment journey, including worker-paid fees, employment terms, labour-provider management, worker accommodation, grievance mechanisms and remediation.
Crucially, the company needed more than a policy document. Different teams and labour providers needed practical guidance, tools and resources to understand the requirements, apply them effectively and integrate them into existing recruitment and due diligence processes.
Solution
Humantics worked with the company to develop a global Responsible Recruitment Standard aligned with recognised international guidance, including the ILO General Principles and Operational Guidelines for Fair Recruitment and the Consumer Goods Forum’s Priority Industry Principles.
To support rollout, Humantics also developed operational guidance, risk-identification tools and training resources to help company entities and labour providers translate the standard into practice.
These resources created a practical pathway for disseminating the requirements across the business, identifying where additional attention was needed and supporting more consistent implementation across different operating contexts.
Crucially, the company was now equipped to roll out its commitments across the business with:
Greater consistency across markets and operations
Resources focused on higher-risk areas
Teams better equipped to manage recruitment risks
Clearer expectations for labour providers and partners