Gender differences in personality scores: Implications for differential hiring rates

We investigated the extent to which gender differences in personality test scores used in a personnel selection context are likely to cause differential hiring rates. Participants were candidates (N = 572) applying for positions at an oil refinery. Candidates completed both facet-level and broad Five Factor Model (FFM) personality measures. Focusing on the FFM broad traits of Extraversion and Conscientiousness, we found that generally there was less adverse impact when using FFM broad traits as compared to facet-level traits. When facet-level traits were reflective of agency – an underlying need to be autonomous, or communion – a need to be part of a larger social entity, they led to differential hiring rates for men or women. This problem was greatly reduced when using the FFM broad traits. When used for personnel selection, the use of FFM broad traits may help to promote gender diversity in the workplace.