“Ethical recruitment is not something you finish — it’s something you keep working on. Being part of AAALP helps keep that mindset active, and that’s probably its biggest value.”
— LaborMex
The American Association of AgLabor Providers (AAALP) is delighted to share that LaborMex has moved from Provisional to Full Membership. This is a meaningful milestone within AAALP. It marks the point where members are recognized for completing the full set of educational requirements – 12 Core training modules (equivalent to 12 hours of learning) and completing key standards within the AAALP Core self-assessment (delivered by the Stronger Together 360°).
Why this matters
AAALP and its members are working to advance responsible recruitment practices and fair labor standards across the agricultural sector. Through practical education, capacity-building, and a growing peer network, this process helps strengthen ethical labor supply chains and support long-term sustainability.
We spoke with LaborMex about their first year as AAALP members and their journey to Full Membership.
Looking back, what motivated LaborMex to join AAALP?
We joined AAALP because it aligned with how we already see our role — as more than recruiters. We want to do things the right way and be part of raising the standard in the industry.
As you worked through the requirements, what stood out to you most — and were there any areas that shifted how you approach your work, big or small?
What stood out was how practical the modules were. They’re not abstract — they reflect real situations we deal with every day.
One thing that shifted was our approach and emphasis on documentation. We’ve always focused on doing things correctly, but this learning process made us think more about how clearly we can prove it. It also reinforced the importance of making sure workers truly understand the information we give them — not just that we provide it.
As a result, we’ve improved how we document processes, made some adjustments to how we communicate key information to workers, and are putting more structure into our internal reviews. We’re also continuing to lean into technology to make things more transparent and easier to track. For us, it’s been more about refining what we already do than starting from scratch.
How did the self-assessment process help you evaluate or strengthen your current practices? Were there any gaps or opportunities that became clearer?
The self-assessment was more useful than we expected! It made us slow down and look at everything more objectively. One area that became clearer was the need to be more systematic about how we document and track each step — not because we weren’t doing it, but because we can do it better and in a more organized way. We realized that while many of our practices are strong, there’s always room to improve consistency and structure.
You participated in the “FLC Exchange,” a monthly member meeting — what haveyou find most valuable about engaging with peers in those discussions so far?
The most valuable part was hearing how others are actually handling similar challenges.
It’s easy to talk about standards in theory, but these conversations were very real. People shared what works, what doesn’t, and where things get complicated. That kind of exchange helps a lot because it gives you ideas you can realistically apply, not just ideal scenarios.
What would you say to other recruiters or FLCs that are considering joining AAALP?
It’s not just about meeting a requirement — it actually helps you see your operation more clearly and improve it. And being part of a group that’s trying to raise the standard together also matters. This process reinforces something we already believe: ethical recruitment is not something you «finish.» It’s something you keep working on. Being part of AAALP helps keep that mindset active — and that’s probably its biggest value.
Learn more about our members here and join us!
