10 Tips for Top-Quality Teamwork
by Randall S. Hansen, Ph.D.

Working in teams is inevitable. For years now, organizational leaders have recognized the added value that comes from having employees work in formal or informal teams, but over the last two decades even greater emphasis has been placed on work teams. Several studies indicate that more than 80 percent of organizations employ multiple types of workplace teams.

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The Ins and Outs of Phone Interviewing

The phone interview is a useful tool to determine if you want to take the hiring process to the next level - the in-person interview. This method of narrowing your field of candidates saves you precious time when you are trying to find the best fit for a position. In the days of cell phones and blackberries, we seem to rely more on phones than ever before, and it's critical that managers have reliable tactics for phone interviews. Here are a few ins and outs of the process - things to incorporate and avoid when you are interviewing over the phone.

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Book Review

How to Spot a Liar in a Job Interview
by Wayne D. Ford

Filtering out unsuitable candidates during interviews is essential for hiring managers who recognize how costly mis-hires can be. How to Spot a Liar...'s premise is that from an early age, we are taught to lie while we are being advised not to. Naturally, this carries over into the career arena and without knowing how to spot it, interviewers will be at a deficit. Ford recognizes there are different gradations of lying during job interviews, and even allows that it is acceptable for applicants to withhold certain information. This book is more intent on helping interviewers uncover dishonesty that can negatively impact a workplace and even compromise a company's integrity.

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Q. What if the best candidate is already in your company? I've been trying to fill a position for a few months now. Somebody from another department stopped me in the hall and mentioned they'd like to be considered for the job. I think they'd be perfect, but I don't want to create a problem for the other department. What's the best way to handle that?

A. When an organization finds a good person, they're smart to do anything they can to hold onto them. This may well include a lateral or interdepartmental promotion. You're very right to think about the political ramifications of something like this though. You should check to see if your company already has a policy in place for this type of move. In many cases, a company will insist that somebody who wants to take another position within the organization first approach their current supervisor.

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Give Us Your Opinion

Question: Do you have a policy for interdepartmental promotions or transfers?



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