Toxic leadership is more than just a morale killer, it’s a productivity drain, a legal risk, and a hidden threat to team wellbeing. Yet, many organisations only realise the damage once it’s too late.
So how do you stop toxic leaders at the source?
Every week, we scroll past LinkedIn posts, memes, and case studies about toxic bosses, how they operate, how they damage culture, and how to recover from them.
But how do we avoid hiring them in the first place? This blog covers practical, evidence-based steps to identify toxic leadership traits before someone joins your team. Because getting it wrong costs more than just productivity, it costs people their wellbeing.
The “Brilliant Jerks” syndrome
A Gallup study found that 75% of voluntary resignations are due to bad managers. In Australia, toxic leadership contributes to stress claims, high turnover, reputation damage and, in some cases, costly legal action. One Fair Work Commission case awarded over $1 million to an employee due to unaddressed psychosocial risks.
Toxic leaders can appear polished in interviews and even perform well, at first. But underneath, their behaviour may be eroding your culture and breaching your psychosocial safety obligations.
This issue is so common it’s earned its own nickname, the “Brilliant Jerks” syndrome. These are high-performers on paper, but their interpersonal behaviour leaves a trail of dysfunction, burnout, and turnover. Some organisations tolerate them for their results until the cost becomes too great. Hiring someone who delivers at the expense of team wellbeing isn’t leadership, it’s a liability.
Smarter Hiring Practices That Screen for Toxicity
1. Use Structured Behavioural Interviews
Go beyond gut instinct. Use behavioural questions that require real-world examples:
- “Tell me about a time you had to deliver tough feedback, how did you handle it?”
- “How have you resolved a conflict with a team member?”
- “Describe a time you had to take accountability for a mistake, what did you do, and what was the outcome?”
- “Tell us about a time you supported a team member who was struggling, how did you approach it?”
Then ask, “Which of your referees can validate this?” Candidates who lack self-awareness, blame others, or show signs of arrogance often reveal themselves here.
2. Reference Check the Right Way
A quick call isn’t enough. Speak to at least two referees. Ideally including a peer or direct report for leadership roles and ask:
- “Would you rehire them?”
- “How did they respond to feedback?”
- “How did they treat the team under pressure?”
- “How did they handle disagreements or differing opinions in the team?”
Don’t just verify tasks, listen for hesitations, tone, or vague answers that may point to deeper issues.
3. Leverage Psychometric Testing
Tools like the Hogan Development Survey or DISC assessments can flag personality traits that may lead to toxic behaviour, such as poor impulse control, low empathy, or inflated ego. Always use validated tools, ensure candidate consent and treat these results as one piece of the puzzle, not the whole picture.
4. Test for Cultural Fit, Not Just Capability
Be clear on your leadership values such as respect, integrity, collaboration and design interview questions to test them. Watch how candidates treat reception staff, junior interviewers, or coordinators. Rudeness at this stage often signals bullying behaviour once hired.
Also, use the probation period (usually 6 months) as a final filter. Monitor early behaviour and seek honest team feedback. If red flags appear, it’s easier (and safer) to act during probation.
5. Tie KPIs to Leadership Behaviour
Set measurable expectations around positive leadership using tools like 360-degree feedback. Toxic managers resist being measured on how they treat people. Great leaders, on the other hand, will welcome the chance to grow and support their team.
Be upfront about this in the recruitment process. Let candidates know that leadership performance will be assessed not just on results, but on how they treat others. This transparency can help create natural attrition where candidates with poor interpersonal skills or ego-driven styles may self-select out of the process, saving you from a potentially costly hire.
Red Flags to Watch in Recruitment
🚩 Excessive self-focus or narcissism
Do they say “I” more than “we”? Do they credit themselves over their team?
🚩 Blame or negativity about past workplaces
If every failure was someone else’s fault, this could be a sign of toxic blame-shifting.
🚩 Poor treatment of people during the process
If they’re rude to your admin staff or dismissive of junior employees, this signals a two-faced attitude that can breed toxicity later.
🚩 Vague or inconsistent stories
Watch for defensive behaviour or refusal to provide additional referees. Integrity matters.
🚩 Lukewarm references or evasive comments
A lack of enthusiasm or carefully worded comments like “They got results, but…” are worth digging into.
Prevention is the Best Cure
You can’t eliminate every risk, but you can put up smart guardrails. Screening for behaviour, not just skills, gives your organisation the best shot at avoiding toxic leaders and protecting your team’s wellbeing.
Final Thoughts
If this article made you rethink your recruitment process, don’t keep it to yourself share it with another manager, team leader, or HR professional in your network.
The more we share practical screening processes like these, the more we normalise values-based hiring and the less room there is for toxic leadership to thrive.
When good leaders support each other, we all benefit from stronger, safer, and more respectful workplaces.
Good leaders don’t fear this conversation…they welcome it.
Let’s raise the bar, with one great hire at a time.
ABOUT THE Author - Kylie Dowell
Kylie Dowell is a seasoned WHS consultant, trainer, and safety advocate with over 25 years of experience helping Australian businesses create safer, compliant workplaces.
Through her partnership with TEAMS, an accredited Registered Training Organisation, Kylie delivers a wide range of training up to Advanced Diploma level, empowering businesses with the knowledge and skills to manage safety effectively.
As an approved trainer for Health and Safety Representative (HSR) courses by three Safety Regulators, Kylie has guided countless organisations in building stronger safety cultures and fostering healthier work environments.
Specialising in practical and effective safety solutions, she works closely with small and medium-sized businesses to simplify complex WHS requirements, making safety approachable and achievable.
When she’s not delivering high-quality training or conducting ISO 45001-certified audits, Kylie enjoys collaborating with her clients to design tailored workshops and strategies that suit their unique needs.
Ready to make safety simpler? Get in touch with Kylie today for personalised support.