IMHO this sort of bollocks has been done in many places and always fails.
The end result of any kind of recruitment embargo (either total or partial) just results in the group losing its best staff to the competition and resentment amongst those who remain.
Its not necessary. Some airlines overseas have a policy of progressing their people from the regionals. Especially in the US. They realise there are 2 type of employees, those who will never leave (due location, family whatever), and those who will. So they have a choice - keep those good people within their organisation and continue to reap the benefits of all that training and operational memory your company paid for OR ignore them and lose them to who exactly? THE COMPETITION - THATS WHO! Oh yeah real smart move bucko!
Most pilots won't accept it, they just leave! And spread resentment before they go. If there was a demonstrated career path, all that corporate memory would be retained and there would be a real group spirit. In my view it's short sighted and selfish, and whats more
it doesn't work!
In the 1990's Air NZ mainline did the same to us in Link at Air Nelson & Mt Cook whilst it took the least experienced / qualified pilots in the entire group from Eagle motors OR complete outsiders.
We had top CHK & TRN people with all the bells and whistles. Many with high EFIS, airline multi crew hours, degrees etc, been with the Air NZ group for many years - but they couldn't even get interviews.
RESULT - WE LEFT!
Europe, OZ, HK etc. And who really lost? IMHO Air NZ lost; their best crews and ANY good will they had left (which wasn't much) by showing no loyalty, appreciation or even simple recognition for long service.
Lets hope QANTAS wakes up and treats their people better. If not their loss is CX's /
VB's / J*'s / Tiger's gain...
