#Jobinterviews

A recent study from San Francisco State University provides a significant breakthrough for employers and organizations seeking to identify narcissistic tendencies in job candidates. By carefully crafting and analyzing responses to just three targeted interview questions, the researchers found a remarkably efficient method to spot potentially disruptive personalities—offering Thai employers, educators, and even community leaders a practical new tool for building healthier teams and workplaces (Psychology Today).

This research is especially relevant to Thailand, where the concept of “face” and harmonious group interaction play a central role in organizational culture. Narcissistic grandiosity—characterized by a focus on personal gain, dominance in group settings, and a lack of empathy—threatens not only productivity but also the emotional well-being of colleagues. In a country where community, respect, and consensus are highly valued, early identification of such traits can prevent workplace conflict and staff turnover, which are persistent challenges in both Thai corporate and government offices.

A recent study from San Francisco State University offers a practical tool for employers and organizations seeking to identify narcissistic traits in candidates. By analyzing responses to three carefully chosen interview questions, researchers found a notably efficient way to flag potentially disruptive personalities. This approach could help Thai employers, educators, and community leaders build healthier teams and workplaces.

In Thailand, where the concept of face and harmonious group interaction play a central role in organizational culture, narcissistic grandiosity—defined by self-centeredism, dominance, and a lack of empathy—poses risks to both productivity and colleagues’ well-being. Early identification of such traits can help prevent workplace conflict and staff turnover, a persistent challenge in both corporate and government settings in Thailand.