How to Spot Narcissism in Job Applicants

Narcissism seems to be prevalent in many areas today, including politics, media, sports, and social networks. It can also appear in the workplace, where it often causes significant problems. Many organizations are seeking ways to maintain a work environment free from destructive and manipulative narcissists.

In response to this need, experts at San Francisco State University have developed a tool designed to assess narcissistic grandiosity in job candidates. This project, led by Professors Kevin Eschleman and Chris Wright, along with student researchers, culminated in the Narcissism Interview Scale for Employment (NISE), which was published in the Journal of Personality Assessment.

Eschleman explained that narcissism is a common topic of discussion due to its potential to disrupt teamwork. While narcissists can be very goal-oriented and successful in the short term, their self-centered decision-making can hinder long-term organizational goals. The NISE includes behavioral and situational questions that interviewers can use to evaluate a candidate’s narcissistic tendencies. For instance, one question explores how a candidate would lead a team, while another examines their response when they disagree with a popular plan.

The project was initiated when Eschleman noticed an increasing demand from organizations seeking effective team dynamics and ways to identify "bad apples." He cautioned that while strong resumes are appealing, neglecting to consider personality traits can damage teamwork. Narcissistic individuals often possess inflated self-views and make decisions that prioritize their own interests over the organization's long-term success.

Eschleman emphasized that the assessment is not meant to categorize individuals but to evaluate their behaviors over time. The goal is to identify consistent patterns in how they view themselves and how they are perceived by others.

The researchers acknowledge that while their tool is helpful, it is not foolproof, as many factors contribute to a successful team and healthy workplace. They hope that the NISE will improve hiring outcomes.

Sharon Pidakala, one of the authors of the study and now a People & Development Manager at Lawyers On Demand in Singapore, utilizes this research in her daily work. She noted the importance of framing the questions in a way that doesn’t directly ask candidates if they are narcissists, as that could be counterproductive.

Pidakala pursued specialized training in organizational psychology at SF State to deepen her expertise, building on her undergraduate background in psychology. She expressed gratitude for the skills she gained, which are applicable in diverse professional environments worldwide.