To me the evidence to how misguided this advice is, is that the author first assumes people are assholes (so it's a quality of the person), but in the last section they assume that it is useful to give "stern feedback" so people can correct their behavior... so people behave as assholes and are free to change if they choose.
Which brings me to the other point. What if these people were the most important contributors in the past jobs? What if theirs skills are more important than the rest? Should they describe themselves as simply "part of a team"? That would be completely hypocritical.
Equally, all the markers they give are completely unqualified by ifs and caveats, and as such are very misguided.
Here's how you don't hire an asshole. imo:
* You use your own empathy to understand if you can work with this person, if they fit culturally
* You look for lack of empathy in the candidate because that's the sure sign of a person that will break your culture eventually
(I would not hire someone with a similar blog post)