I don't know what to make of your last post, crashaxe.
My post was about what I've heard people say. I wasn't expressing my personal opinions.
Nevertheless, I'll address some of the points you've made.
1. Just because we follow the rules for internal recruitment as set by Qantas doesn't mean those rules are right. The only way to improve systems is to continually review them. If managers are not aware of how staff feel, no review will ever take place.
2. A crucial part of recruiting externally is checking references. Reviewing an employee's track record could be seen as the equivalent of checking references when recruiting internally. Other companies do it and it is not seen as a discriminatory practice.
How can it be beneficial to our business to promote people to training positions based on a single interview regardless of their history with the company? In theory, the worst flight attendant could perform better than the best flight attendant in an interview, but would the company want the worst flight attendants training new recruits?
For example, did you know that one of the unsuccessful applicants for the trainer's position has won the Excel Award two years in a row? In other words, the company consider him to be one of our best flight attendants, yet he isn't good enough to be a trainer.
3. You don't have to see managers to communicate with them. I'm in Melbourne and have never had any trouble contacting them by phone or email.
FA1, has the opening of a Newcastle base been announced? I haven't heard anything.