Recruitment is the first production control because it establishes whether a person can enter work on informed terms and leave it without penalty. The ILO definition joins work or service to a menace of penalty and an absence of voluntary consent. Its revised indicators therefore direct attention to deception, debt, restricted freedom and other circumstances that can qualify apparent agreement. They do not make a signed contract conclusive, and they do not make one warning sign a final finding of forced labour.[S0402]
That distinction changes the factory record. A recruitment file should not merely prove that a candidate received a document. It should preserve what the worker was told, which recruiter participated, what costs were requested, which identity documents changed hands and how the worker can seek help. The ILO and IOE handbook describes fair recruitment as a safeguard against forced labour and trafficking, and states that workers should not bear recruitment fees or related costs. A fee report is consequently a reason for protected enquiry and, where substantiated, appropriate repayment and corrective action, not a minor administration variance.[S0403]
GFT proposes a recruitment record with four linked views. The commercial view identifies the employer, labour provider and contractual parties. The worker view records the agreed role, location, pay basis and material terms in a form the worker understands. The evidence view links receipts, declarations and interviews without assuming that any one item is complete. The protection view records who can act if the worker reports debt, deception, retained documents or an inability to refuse work. These are proposed fields, not evidence that any supplier currently maintains them.
The revised ILO guidance is explicit that a single indicator does not confirm forced labour and that the absence of indicators does not rule it out. A good intake therefore avoids two errors. It does not declare a worker a victim without competent assessment, and it does not dismiss a concern because the worker has a contract, appears healthy or continues attending work. The reviewer records coercion and consent as questions requiring evidence from the worker's perspective.[S0402]
Exhibit 16 shows the proposed passage from a warning sign to an enquiry and a safeguarding decision. It deliberately avoids a compliance score. A recruiter's explanation may alter the assessment, but it cannot erase immediate exposure while the explanation is tested. The rows are illustrative controls rather than allegations about Cameroon or any supplier.
Personal information should not become the price of buyer assurance. Where the GDPR governs the processing, its principles require a specified purpose and data minimisation, alongside accuracy, security and storage controls. The supplier should first ask whether an extract, case reference or controlled review can answer the buyer's question without uploading identity scans. The GDPR does not automatically govern every African employment record merely because the customer is European, so local law and the actual processing circumstances still require analysis.[S23]
The release decision belongs before the worker joins an urgent line, not after the order is late. GFT recommends a pre-start exception review for unexplained fees, substituted terms, document custody and restrictions on leaving. The reviewer should be independent of the recruiter and able to pause deployment while protection is arranged. A pause is not a presumption of guilt. It is a temporary control whose duration, owner and review conditions should be documented.
Recruitment checks must also survive workforce changes. A new labour provider, a replacement contract, a transferred worker or an agency-led surge should reopen the record. The original terms and later versions should remain available for comparison. If the supplier cannot reconstruct what the worker accepted, the file should state that uncertainty rather than replacing it with a general declaration of voluntary employment.