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The purpose of this paper is to examine the benefits of pre‐employment education and training and its impact on the students' choice of career paths. It focuses on a programme delivered in partnership between Teesside University and a North East Police Force, and provides a model for future pre‐employment education and training.

The paper describes the formation of a partnership approach to the delivery of a pre‐employment programme, and researches its impact on decisions for career selection.

Research evaluation offers evidence to support the hypothesis that a pre‐employment programme can significantly impact on decision making when changing or selecting career paths. It also emphasises the value of taking a partnership approach in delivery and content.

The paper could provide a model for pre‐employment education and training programmes in other work‐based fields. A key feature in this model is the partnership approach when determining content and delivery, which in turn provides students with first hand insights into a variety of police‐related occupations.

The paper focuses on the impact of taking a partnership approach to programme content and delivery. The findings support the benefits to students of a university and police partnership when informing learners of their possible future career paths.

The purpose of this article is to show the importance of pre‐employment screening for hospitals. Pre‐employment screening in the hiring process is a must for hospitals, especially in the health care industry, where financial damages and lawsuits for hospitals recently increased because of negligent hiring. The information in this article is based on books about human resources in the health care industry, journals about medicine and law, and mostly articles from outsourced screening firms that provide service in the health care field. The scope of the article is to show the effectiveness of employee screening for hospitals in order to prevent or minimise lawsuits because of negligent hiring. Based on information about the benefits of employment screening in the health care industry, it is important for hospitals to implement “due diligence” by including screening programmes in their hiring process. The screening process can be done in‐house or be delegated to outside service providers that match the criteria. It is better to outsource these tasks so that hospitals can focus on other human resources tasks such as managing their employees to improve services for their visitors or customers.

Economic insecurity has had a major impact on employees; however, much less is known about its relationship to the expectations of individuals as they prepare to enter the full‐time professional workplace. This study aims to focuss on relationships between negative workplace information and emotional support communicated by social networks and the development of undergraduates' pre‐employment schemas.

A survey of university upperclassman was conducted, resulting in a sample of 153 participants. Correlations and linear regressions were used to test hypotheses.

Results indicated that the emotional support undergraduates receive from parents and employed friends is more strongly related to their workplace expectations than the specific information they receive regarding downsizing, the faltering economy, and job insecurity.

Data were collected using self‐report surveys. Future research should examine “non‐traditional” undergraduates who may have greater work experience and exposure to the workplace. Further exploration of work‐related discussion content, and whether it differs across cultures, is also warranted.

This study offers insight into the relationship between interpersonal discussions about the workplace ‐ and specifically emotional support during those discussions – to undergraduates' pre‐employment schemas. Study results contribute uniquely to the socialization literature by confirming the crucial role of friends as sources of information and emotional support during later stages of the anticipatory socialization process.

The international mentoring literature predominantly features traditional company-assigned expatriates as protégés overlooking other types of global talent, such as immigrants, refugees, and international graduates, who may help organizations gain long-term IHRM competitive advantages. We integrate multidisciplinary research to better understand the role of mentoring as a global talent management tool, identify research gaps, and propose future research directions.

We draw on an integrative review of 71 academic journal articles published between 1999 and 2024 to explore the role of mentoring in managing global talent (i.e. expatriates, immigrants, refugees, and international students and graduates).

We found that research has identified and examined relationships between various antecedents and outcomes of mentoring but mainly treating mentoring as a talent development tool. Less is known about the role of mentoring as a recruitment and selection tool in the pre-employment context. Mentoring is an important HRM tool that contributes to managing a global talent pool and developing existing employees.

The review contributes to a better understanding of the characteristics and processes involved in mentoring in a global context by proposing a framework that incorporates antecedents of mentoring, characteristics of the mentoring process, and mentoring outcomes. It highlights the value of mentoring as a recruitment and selection tool supporting global talent management and identifies avenues for future research.

Previous research has not demonstrated a consistent relationship between pre-employment measures of good impression (GI) response bias and subsequent job performance. The purpose of this paper is to study the likelihood that such effects would be present for the extremes of the GI dimension, noting that opposite predictions about these effects would be made from the two competing conceptions of GI: motivational and positive self-presentation.

Three groups were studied in which the job performance was investigated for high and low pre-employment GI scorers ( > 1 and < −1 SD) and also for extreme high and low SD scorers (approximately the highest and lowest 5 percent). Participants included two groups of nurses and one of chain store managers.

The low GI groups showed consistently poorer-than-average job performance, and the highest GI scorers showed a trend toward better performance. The extreme highest and lowest groups showed greater differences than the high and low groups.

This study demonstrates that extreme pre-employment GI scores are relevant to performance, and support the self-presentation rather than the motivational conception of GI, at least for these employment groups. Attention is drawn to the practical relevance of low GI scores in predicting poorer work performance.

The purpose of this empirical paper is to identify the role of social networking information (SNI) on job candidates' pre-employment background checking (PBC) process. SNI was further divided into three elements: perceived availability of information (PAI), perceived accuracy of information (PACI) and perceived reliability of information (PRI). In addition, the authors employed two mediating variables: perceived benefit (PB) and organizational branding (OB) to study the influence of each element of SNI on PBC.

The authors used primary data collected from a valid sample of 465 using a structured questionnaire survey selected through purposive sampling. For descriptive analysis, SPSS 24 and for testing the hypothesized relationships, structural equation modeling technique (with AMOS 24) were utilized.

The results indicated that only PAI had strong positive influence on PBC. The other two independent variables: PACI and PRI had insignificant positive influence on PBC. In case of mediators, OB was found to partially mediate the relationship between PAI and PBC while it did not mediate two other direct relationships. Further, PB did not mediate any relationship at all.

The paper is expected to be useful for the academicians involved in investigating the role of SNI on PBC as a lucrative research topic.

The hiring professionals can utilize the findings of this primary research as the guidelines for formulating effective social media background checking policies.

Using SNI for different HRM practices is comparatively new but a growing practice. However, the empirical investigation covering this area is almost absent in academia. This paper as one of the very initial attempts to reveal the role of SNI on PBC can fill that severe gap to some extent and guide future research attempts. Furthermore, the HR professionals are expected to be benefitted from the empirical results in formulating and implementing an effective media policy that will help them in utilizing the SNI in an efficient and rightful manner.

This paper reports a study comparing perceptions, attitudes and job outcomes of participants whilst attending pre‐employment government training. Carried out so that tutors may gain a better understanding of client need in the Greater Manchester area 1999/2000, the focus of discussion was based on Jobclub and Work Based Training as voluntary training and Jobplan and New Deal 18‐24, which are mandatory. The qualitative study sought to explore and address whether gender, age, health, previous qualification or course content had any bearing on results. Study found that respondents on Jobclub and Work Based Training perceived their courses in a mostly positive light and attitudes were favourable. Consequently these clients gained more jobs than mandatory referrals. New Deal trainees were the least positive and gained fewer jobs. These noted attitudes will serve to provide guidance for tutors when developing the structure and content of future training schemes.

Since 1991, employers in the USA may be liable for the criminal actions of their employees even if those actions are not job‐related. As a result, costly law suits and settlements are on the rise. The right person in the right job makes economic sense. However, choosing the right person for the right job is more difficult that it sounds. As corporate America continues downsizing, competition for jobs has intensified. Resume fraud and mis‐stated information on applications is common. Therefore, effective pre‐employment screening is a necessity not an option. Pre‐employment screening covers a broad spectrum of personal information about the applicant. New approaches and methods have been introduced. Outsourcing reference and background checks are common practice. To employ effective screening practices, a company must know what information to gain, how to gain it, and what to do with it once it is received.

In the next decade, over 500,000 students with autism spectrum disorder will graduate high school, over 60% with average to above-average IQs (Institutional Center for Special Education Research, 2011). Attention is rightfully drawn to the potent challenge of optimizing lifespan outcomes for Generation A. The Workforce Innovation and Opportunity Act (WIOA) passed in 2014 calls for a unified and social model supports structure to help the education to pre-employment transition through “Required Activities.” This includes job exploration counseling, integrated work-based learning experiences, postsecondary educational programs at institutions of higher education, social skills, and self-advocacy training. WIOA aims to streamline Pre-Employment Transition Services and end the medical model, deficits-based approach from education to integrated, paid employment.

The authors of the bill realized the necessity to achieve its goals through “Authorized Activities” encompassing the implementation of effective strategies for integrated work and independent living, the dissemination of information and knowledge across multistate partnerships, and learning new skills to support students in vocational rehabilitation (VR) and educational settings. The 2019 interpretation of WIOA states the educational and VR systems cannot draw funding from “Authorized Activities” and must instead focus on “Required Activities” leaving a gaping hole in the provision of services through lack of training and partnerships.

Despite billions in government funding, systems remain siloed. Over 50% of autistic adults remain in segregated, subminimum wage jobs, and the 85% underemployment or unemployment rate for autistic graduates, with and without college degrees, remains. Generation A calls for the effective delivery of WIOA to enjoy integrated, meaningful employment and financial independence.

The purpose of this study is to explore pre-employment college graduates’ relocation tendencies based on a research framework built upon gender and cultural theories.

Relocation decisions were analyzed based on 208 college graduates enrolled in public universities in Texas, USA.

The relocation decision-making by college graduates differ from that for corporate employees described in previous research. First, the willingness to relocate increases as the college graduates mature. Second, gender difference in the willingness to relocate is non-significant because of the same expected norms for both genders. Instead, psychological gender affiliation, such as self-perceived masculinity, makes a difference in relocation decisions. Third, family-related variables, such as marital status and parenthood, do not influence college graduates’ relocation decisions. Last, cultural groups do not exhibit any overall significant differences.

The findings provide new and complementary knowledge over previous relocation studies.

The findings enhance the understanding of career choices made by college graduates in their early career, offering valuable managerial implications in crafting staffing strategies and improving human resource management for organizations in today’s fast-changing, vibrant multi-cultural environment.

The study is focused on pre-employment relocation decision-making by college graduates from different demographic backgrounds. The study fills a major research void in relocation studies by clarifying the relocation patterns of new employees graduating from college.