Our objective is to create a well-functioning internal job market within the Axel Johnson International Group where we together take an active responsibility in order to promote an internal job market through clear communication and concrete activities.
Why an internal job market?
Employer branding: Our attractiveness as an employer is strengthened if we succeed in creating internal career paths. A good internal job market increases our ability to attract new talent as well as keep and develop existing talent.
Cost effectiveness: It is cost effective to recruit internally and the introduction time is shorter. The risk of a bad recruitment is lessened.
Increases exchange across company boundaries: Co-operation and exchange of experience/knowledge/best practice across company boundaries increases, which contributes to business advantage and the Group develops.
Axel Johnson International culture is strengthened: Employees and leaders are our most important culture bearers. When employees/leaders move between the Group’s companies we increase our possibility of building an even stronger Axel Johnson International culture that creates pride, possession and a “we feeling”.
Advertisement of vacant positions
Vacant positions should always first be made public internally in the respective organisation. The advertisement should always be posted on Axel Johnson International’s homepage during a career. Skilled positions that are published externally should also always be posted on Axel Johnson AB’s homepage.
The fundamental rule is that one should not ”headhunt” internally. There can be exceptions if the competence is unique and crucial for the Group’s business. If a need should arise to contact a specific employee in order for this person to apply for a specific post, contact should be made with the manager of the person concerned. Contact after that may only occur after approval of the employee’s manager.
It is forbidden to:
Over bid salary-wise unless this is justified position-wise. Raise the salary in an attempt to keep the employee who wants seek another position internally.
Secrecy and references
An employee who is looking for a new position is not obliged to inform about this before he/she get a concrete offer for a new position. Leaders who accept inquiries, interest postings on future positions or applications shall treat the statements and information confidentially, even in relation to the employee’s current manager.