Why Your Job Ads Might Be Inviting Trouble
When you think of hiring risks, you might picture someone underqualified, unmotivated, or just a poor cultural fit. But there’s another, often overlooked risk hiding in plain sight: the narcissist.
Narcissistic hires - especially in leadership or finance roles - can cause significant harm to your organization. Research consistently shows these individuals are more likely to engage in unethical behavior, manipulate outcomes, and put personal ambition ahead of team success. They can even lead to legal trouble for your business.
So why do they keep landing top jobs? According to a recent study, part of the answer might lie in something as simple as the wording in your job ad.
Job Postings That Attract Narcissists
A research paper found that narcissistic candidates are significantly more drawn to job ads that use certain types of language—especially descriptions that frame the ideal candidate as a bold, rule-defying trailblazer.
Researchers analyzed real-world job postings and identified two distinct styles of language:
Rule-Bender Language (e.g., “ambitious,” “self-reliant,” “thinks outside the box,” “disruptive,” “breaks the mold”)
Rule-Follower Language (e.g., “ethical,” “detail-oriented,” “collaborative,” “accountable,” “follows established procedures”)
These are words we often use to signal innovation and confidence. But according to the study, they also appeal strongly to individuals with narcissistic tendencies, especially when used in postings for high-level or sensitive positions like Chief Accounting Officer.
To be clear, being drawn to this type of language doesn’t automatically make someone a narcissist. And for some roles - especially in sales, marketing, or high-growth startups - these traits can be assets. A bit of ego, confidence, and rule-pushing may be exactly what’s needed.
But in roles where ethics, collaboration, and long-term trust are critical (think finance, HR, compliance, or executive leadership), this language could certainly attract the wrong fit.
Why This Matters for Your Hiring Strategy
Most employers aren’t trying to attract manipulative or ego-driven leaders. But the study shows that how you describe a role shapes who applies.
When you emphasize traits like “ambition,” “fearlessness,” or “a drive to push boundaries,” you may be inadvertently inviting narcissistic candidates to your front door—especially those who are good at charming their way through interviews but poor at fostering trust, collaboration, or ethical leadership once hired.
What to Watch for in Your Job Ads
You don’t need to strip your job postings of all energy and inspiration—but word choice matters. If you’re hiring for a role where judgment, ethics, and emotional intelligence are critical (finance, HR, leadership, client-facing roles), consider steering away from ‘rule-bender’ language.
🛑 Phrases to Avoid in Sensitive or Leadership Roles:
“Ambitious”
“Natural disruptor”
“Results-oriented”
“Works best with little supervision”
“Strategic mindset”
✅ Phrases to Use Instead:
“Values ethical decision-making”
“Collaborates well across teams”
“Balances innovation with accountability”
“Communicates transparently and respectfully”
“Committed to organizational integrity”
These shifts in language help signal the kind of culture you want to build—one based on trust, responsibility, and collective success, not personal ego.
Takeaway: Hiring Starts With the Right Signals
It’s easy to get swept up in the appeal of a confident, dynamic candidate. But when that confidence shades into narcissism, the long-term impact can be toxic—to your team, your culture, and your bottom line.
This study offers a simple but powerful insight: the words you choose can attract the right people—or the wrong ones.
If you want to build a resilient, high-integrity workforce, start by designing hiring materials that speak to collaboration, responsibility, and shared success—not just bold ambition and flash. Need help? Contact us today to learn more about how we can help you hire the best fit for the role.