Early in the article, you say: “Research shows that employees are 54% more likely to quit when have a toxic coworker. And can you blame them?”
And then, after the question list, you posit this: “Ideal candidates, however, will present problems without pointing fingers at people, shaming others, or playing the victim.”
So you cannot say you quit your last job because of (or the thing you would change at your last job would be) a toxic coworker, even though it really pushes the likelihood of quitting up, because you will then be labeled “toxic” yourself?
While the cost of onboarding a toxic employee is undoubtedly huge, identifying them has to be far more nuanced than questions where speaking any version of the truth could result in them being labeled “toxic” and rejected. Candidates lie in these questions as it is — you can never say you quit/want to leave because you hate your coworkers, because the company culture is toxic or because the job is stressful, even if one or more of these is the honest-to-God truth.
Why are candidates expected to spin and sugarcoat these experiences?