While on paper, “ambitious,” “self-reliant,” and “result-oriented” workers sound like the hallmarks of a high-performer.
In practice? These traits may be a magnet for narcissists—and research published in the journal Management Science suggests avoiding putting them in job ads for that exact reason.
Behavioural researchers analysed real-life job postings and separated the corporate clichés that frequently popped up into two categories: Those that are more likely to attract a rule-bending candidate or a “rule follower”.
Terms like grounded, collaborative and process-oriented, went in the “rule-follower” category. Meanwhile, phrases like “thinks outside the box” were filed under “rule-bender”. They then put out fake job ads with these terms and assessed how narcissistic its applicaticant were.
The results? The job ads littered with the “rule-bending” phrase enticed, as a researcher puts it, candidates with “a grand view of self”.
The words and phrases that could attract “rule-bending” narcissists, according to the research
- Ambitious and self-reliant
- Thinks outside the box
- Results-oriented, establishes and strives for goals
- Develops creative and innovative solutions to problems
- Flexible and strategic mindset
- Communicates in a tactical and persuasive manner
These are the “rule-follower” words to use instead
- Grounded and collaborative
- Thinks methodically
- Process-oriented, establishes and strengthens procedures
- Relies on time-tested solutions to problems
- Concrete and practical mindset
- Communicates in a straightforward and accurate manner
In an article in The Conversation about his research, Jonathan Gay, the study’s coauthor and an assistant professor at the University of Mississippi wrote that “companies write job postings carefully in hopes of attracting the ideal candidate. However, they may unknowingly attract and select narcissistic candidates whose goals and ethics might not align with a company’s values or long-term success.”
Gay added that recruiters were most likely to use rule-bender terms when hiring for “highly innovative, high-growth companies”—but that it’s unclear whether they’re intentionally trying to attract narcissists, after all, they can at times be beneficial for business.
“While narcissistic traits can lead to negative outcomes, we aren’t saying that companies should avoid attracting narcissistic applicants altogether,” he explained. “A firm can benefit from a salesperson who is persuasive, who ‘thinks outside the box’ and is results-oriented.”
Gay pointed out that on the one hand, narcissistic employees can be more innovative and willing to take risks to achieve success, but they’re also “more likely to behave unethically, potentially leading to legal consequences.”
The takeaway for employers is simple: Using words like “ambitious” and “self-reliant” in job postings isn’t inherently wrong—but it’s a red flag for attracting candidates more invested in themselves than the team.
In high-pressure workplaces already dealing with micromanagement, backstabbing, and the friction of return-to-office mandates, a narcissist can amplify tension, erode trust, and make collaboration an uphill battle.
For companies that are actively concerned about hiring narcissists, Gay recommended clearly “communicating their ethical values” in job ads, or simply avoiding rule-bender language entirely.