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.

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Human Performance
Department of Psychology

de Meijer, L.A.L, Born, M.Ph, Terlouw, G, & van der Molen, H.T. (2006). Applicant and Method Factors Related to Ethnic Score Differences in Personnel Selection: A Study at the Dutch Police. Human Performance. Retrieved from