We are one family at work?

G U R U S

September 10, 2023

We need to pack and unpack the responses to some interview questions before taking a job. Some of the questions asked by employers are deeply rooted in individuals’ or organizations’ mindsets. If we fail to properly ask because we want a job, we will ensnare ourselves.

We are one family:

During interviews, you hear from leaders and managers that; “here, we are one family; we support one another”. While it may have an employee well-being and support context, some organizations say one thing and do something completely different; they contradict their own values and philosophy. Being family also means you have a heritage and anything a staff does wrong or unprincipled, you need to treat it as a family issue or settle it the family way. If you are pushing more HR or corporate governance in the workplace, you will be viewed as a “bad person or the police” and be ready to take the door.

Multi-tasking

Some employers will ask you during an interview if you are able to multitask. If you do not ask further to understand their context, you will be ensnared into a trap of exploitation of your skills and labor. Any piece of work will be tossed at your feet to perform and when you protest; you will create bad blood that will set you up for disaster

Microwaved offer for a job

You sat an interview today, and immediately you are offered the job or the day you are called for the job. I see some candidates so thrilled humming that “God has done it again”.

You need to be careful. “Not everything that glitters is gold”; some organizations’ work culture is toxic; the position has gone unfilled for so long because candidates keep rejecting and rejecting. So by that time they think someone fits into their culture, they will make an offer immediately after the interview. If you do not ask the right questions, your worries have started and only a prison break will get out.

Admin

Jonah Soe Kotee is a Liberian human resources and employment-law professional with more than 20 years of experience in human resource management, employment relations and workforce development in Liberia and internationally. He holds an LLM in Employment Law from the University of Leicester and a Master’s degree in Strategic Human Resource Management from the University of Roehampton in the United Kingdom. He is also a Certified Global Talent Management Professional (GTML) and has undertaken professional training in Strategic HR through Cornell University. Jonah is the Chief Executive Officer of Gurus HR Consultancy Group, a Liberia-based human resources advisory firm providing recruitment, HR consulting, payroll, HR outsourcing, Employer of Record solutions, training, compensation and benefits, and employment-law advisory services. He also serves as an Adjunct Lecturer in Human Resources at AME University, where he contributes to the development of graduate-level HR professionals. Jonah has a particular professional interest in Liberia’s labour and employment framework, human capital development, workplace compliance, compensation, employment relations and the future of work in Liberia. Through his professional work and public commentary, he advocates for a labour market that protects workers while enabling responsible employers to grow, invest and create sustainable employment opportunities. His perspective is informed by practical HR experience as well as academic training in employment law and strategic human resource management. About this article: This article represents the author’s professional perspective on issues that should be considered in discussions surrounding the modernization and reform of Liberia’s labour and employment framework. It is intended to encourage informed dialogue among employers, workers, HR professionals, policymakers, trade unions, legal practitioners and other stakeholders.