I see no problem with hiring pilots and positioning them according to experience and quality, as long as redundancies are based on time in the company. That way loyalty pays off without unnecessarily punishing pilots who had the misfortune of their company going bust and having to start all over again, regardless of experience.
It is true that the reason for some of our declining T&C is that management are too aware that it is a huge step to leave an emloyer after X years in the company, to start at 0 level in another company. If the grass really does become greener, the bean counters will have to look hard ar comparing the cost of hiring and training new guys every year or improving conditions for the senior staff, so they keep their experience in the company.