Introduction

When companies seek to fill job vacancies, they frequently employ enticing buzzwords such as “ambitious” and “self-reliant.” At first glance, these traits appear desirable — after all, what hiring manager wouldn’t welcome a highly motivated employee into their ranks?

However, a recently published study I co-authored in the journal *Management Science* highlights an alarming twist: the use of this kind of language may inadvertently attract candidates with narcissistic tendencies.

Understanding Narcissism in Job Descriptions

As researchers focused on behavioral patterns in accounting, our curiosity was piqued when we discovered that job descriptions often emphasized traits strongly associated with narcissism. Narcissistic individuals typically perceive themselves as creative and persuasive, and existing research indicates that they tend to be innovative and willing to take considerable risks to gain the success and admiration they so desperately seek — often to the point of “bending” rules.

Identifying this trend, we classified job posting language into two categories: “rule-follower” and “rule-bender.”

Examples of rule-bender terms include phrases like “develops creative solutions to challenges,” “communicates persuasively,” and “thinks outside the box.” Conversely, rule-follower language might feature expressions such as “utilizes proven methods,” “communicates clearly and accurately,” and “thinks methodically.”

Findings from the Study

Through a series of experiments, we discovered that job listings with rule-bender language attracted applicants exhibiting higher levels of narcissism, not only in accounting roles but across various industries. To assess this trait, we employed a personality quiz that invites respondents to express whether they felt a stronger connection with narcissistic phrases like, “I always know what I am doing,” versus more self-reflective statements such as, “Sometimes I am unsure.”

Interestingly, we observed that recruiters tend to incorporate rule-bender language when hiring for innovative, high-growth companies, and this tendency was even more pronounced for accounting positions where aggressive financial strategies might offer companies a competitive edge.

Why This Matters: Nurturing Ethics in Hiring Practices

Crafting job advertisements with precision is crucial for attracting the ideal candidate. However, organizations may unintentionally entice narcissistic applicants whose goals and ethical compass do not align with the company’s values, ultimately jeopardizing long-term success. Research indicates that narcissistic employees are more prone to unethical behavior, potentially setting the stage for legal repercussions.

While narcissistic traits can lead to detrimental outcomes, it may not be entirely wise for companies to shy away from attracting narcissistic applicants. For positions in sales, the persuasive qualities of a narcissist can be advantageous. Yet, roles such as accountants or compliance officers necessitate a more methodical approach with direct communication styles.

The potential for ethical lapses is particularly critical in accounting. There is a wealth of research illustrating how management sometimes manipulates figures to meet earnings goals. This phenomenon, known as “earnings management,” can distort the company’s actual financial standing.

Co-author Nick Seybert is dedicating his efforts to a forthcoming paper that suggests a connection between rule-bender language in accounting job postings and measurable instances of unethical financial reporting.

Considerations for Recruiters

Our findings underscore the paramount importance of meticulously curating job posting language. Recruiters might instinctively lean towards rule-bender vocabulary in hopes of attracting candidates who seem to fit the bill. If companies are wary of onboarding narcissistic individuals, they should explicitly communicate their ethical values while crafting job descriptions or consider avoiding rule-bender terms altogether.

However, certain aspects remain uncertain. It’s still unclear whether recruiters intentionally employ language that attracts narcissists or if this phenomenon is merely coincidental. Moreover, the underlying factors driving rule-bending behavior within organizations require further investigation. Is it merely a byproduct of attracting narcissistic candidates, or does a company’s culture play a more significant role, or is it a combination of both?

Conclusion

In summary, while aiming for a robust workforce, companies must tread carefully in their language. After all, the words we choose could very well determine the character of the candidates we attract!