Applicant and Method Factors Related to Ethnic Score Differences in Personnel Selection: A Study at the Dutch Police
August 2006
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The aim of this study was to examine applicant and method factors related to ethnic score differences on a cognitive ability test, a personality test, an assessment center (AC), an employment interview, and a final employment recommendation in the context of police officer selection (N = 13,526). Score differences between the majority group and the first-generation minority groups were comparable to research findings from the literature. However, score differences between the majority group and second-generation minority groups were much smaller. On the cognitive ability test and the personality test, most variability was explained by Dutch language-proficiency. Confirming assumed-characteristics theory, more variability on the interview and the employment recommendation was explained by Dutch language-proficiency and education than on the AC. Unsupportive of complexity-extremity theory, there seemed to be a general tendency to give lower scores to the ethnic minority group.
- Netherlands
- ethnicity
- minority groups
- personnel selection
- police personnel
- racial and ethnic groups
- score differences
- group
- minority
- difference
- score differences
- score
- education
- majority
- dutch language-proficiency
- majority group
- dutch
- ability
- employment
- ability test
- personality
- personality test
- language-proficiency
- interview
- employment interview
- recommendation
- selection
