If, for any reason, it were happening, I would speak directly to the person. I would ask them why they are gossiping and how we can solve the root problem. If things get too toxic, I would report it to a manager. Toxic employees can also answer this question in a more subtle way.
Beware of candidates who point out problems in their workplace to a specific person or who speak ill of their co-workers. These professionals don't work as a team and cause enormous damage to morale, especially when things go wrong. These candidates love to learn and have interests outside of work, which are valuable traits in the workplace. Toxic employees can hide their bad attitudes from employers, so you should ask the right interview questions during the selection process to reveal those destructive qualities.
Asking interview questions that emphasize the rules can lead them to speak ill of other employees, a behavior that 44% of those surveyed by CareerBuilder said they witnessed in the workplace. These answers show that the candidate really has no interest in learning anything new and is just trying to look good in the interview. Candidates who are not toxic have no problem talking about those who helped them, about their managers who offered them advice and suggestions, or how they worked together to manage a crisis. Avoid candidates who brag about their skills and achievements when answering these types of interview questions, without acknowledging the help they received from others along the way.
Remote interviews, before the COVID-19 pandemic, were most commonly used for remote candidates or for quick video screening before the first (of many) face-to-face interviews. Whatever your achievement, you must demonstrate that you are interested in doing your best work and the impact this has on your employer, your team, and your overall workplace. Unfortunately, according to a new article on employment relations from Wharton University, not all toxic relationships are identifiable while employees are working. This means that interviewers are looking for new ways to assess candidates' values and their understanding of the DEI.
Anyone who plunges into a long list of flaws from their previous job is someone who will bring high levels of negativity to every work challenge. Ask candidates the right questions during recruitment interviews to eliminate potentially toxic professionals and find the most suitable person for the position. This interview question basically asks candidates to reveal a weakness, and toxic employees may try to answer this question with a superficial answer. Hire a candidate who seems perfect on paper, who was friendly in the interview and who hit the nail on the head with the interview questions.
In their response, they focus on what they learned from the situation and how they would handle it differently now.