hiring

Why it matters

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. Research shows that narcissistic employees are more likely to behave unethically, potentially leading to legal consequences.

While narcissistic traits can lead to negative outcomes, we aren’t saying that companies should avoid attracting narcissistic applicants altogether. Consider a company hiring a salesperson. A firm can benefit from a salesperson who is persuasive, who “thinks outside the box,” and who is “results-oriented.” In contrast, a company hiring an accountant or compliance officer would likely benefit from someone who “thinks methodically” and “communicates in a straightforward and accurate manner.”

Bending the rules is of particular concern in accounting. A significant amount of research examines how accounting managers sometimes bend rules or massage the numbers to achieve earnings targets. This “earnings management” can misrepresent the company’s true financial position.

In fact, my co-author Nick Seybert is currently working on a paper whose data suggests rule-bender language in accounting job postings predicts rule-bending in financial reporting.

Our current findings shed light on the importance of carefully crafting job posting language. Recruiting professionals may instinctively use rule-bender language to try to attract someone who seems like a good fit. If companies are concerned about hiring narcissists, they may want to clearly communicate their ethical values and needs while crafting a job posting, or avoid rule-bender language entirely.

What still isn’t known

While we find that professional recruiters are using language that attracts narcissists, it is unclear whether this is intentional.

Additionally, we are unsure what really drives rule-bending in a company. Rule-bending could happen due to attracting and hiring more narcissistic candidates, or it could be because of a company’s culture—or a combination of both.

The Research Brief is a short take on interesting academic work.

Jonathan Gay is Assistant Professor of Accountancy at the University of Mississippi.

This article is republished from The Conversation under a Creative Commons license. Read the original article.