Why do we still publish internal job postings if managers can still easily block someone and prevent them from being considered for the role?
And more often than not, the roles are prefilled with an internal candidate but posted anyway.
There’s organization including ICs are aware to this, to the point that when considering whether to apply, the first question to the hiring manager is “is this an actual position, or is it already backfilled?”
@dv+1kex7fwwm yes but I think it is more of a CYA for Oxy to post the job still even if the role is already taken
Texans have no real employment laws except against discrimination which is driven by Federal requirements. Remember, Texas is like the Wild Wild West. Anything goes.
Job postings are almost always written with a specific person in mind. All of this HR hocus pocus shouldn't be surprising....
They can move people into new roles and positions at will. It happens all of the time.
There is no law that says the internal jobs must be posted. Job postings are sometimes done for fairness, to get a larger pool of candidates, and to show that they are not discriminating.
Yes, my understanding is that there are legal requirements to post the position internally even if they already have the person identified. We operate in many States and some require this. One example are jobs in Colorado, they are required to post salary ranges on the positions due to State laws.
I think they already back fill roles but need an actual job posting and application in order to move internal candidates. I don't think they can just move someone into another role without an application/paperwork