Cultural fit is important. You don't want to work with people who are not morally aligned with you or the company. A rotten apple can ruin the entire basket, but the problem with these cultural fit interviews is that the people who run them often use the wrong framework for their questions.

Who cares if you had trauma when you were 16? Will a past trauma affect your future at the company? Does the interviewer have a psychology degree to conduct such an interview?

In any case, do people have the right to a second chance if they did something morally questionable in the past? I've conducted over 2,000 interviews in the past 20 years, and I've learned a lot. The best indicators of a good candidate are not questions like "Tell me your weaknesses" or "Tell me about a mistake you made."

The best indicators are whether the person spent time learning about your project, your company, the people who work there, the technologies, the product, the vision, the financial status, and the investors. That shows more interest than answering "Tell me about your hobbies."