Do recruiters select workers with different personality traits for different tasks? A discrete choice experiment

Caroline Wehner, Andries de Grip, Harald Pfeifer

Research output: Working paper / PreprintWorking paper

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This paper explores whether firms recruit workers with different personality traits for different tasks. For our analysis, we used data from a discrete choice experiment conducted among recruiters of 634 firms in Germany. Recruiters were asked to choose between job applicants who differed in seven aspects: professional competence, the ‘big five’ personality traits and the prospective wage level. We found that all personality traits affect the hiring probability of the job applicant; among them, conscientiousness and agreeableness have the strongest effects. However, recruiters’ preferences differed for different job tasks. For analytical tasks, recruiters prefer more open and conscientious applicants, whereas they favour more open, extraverted, and agreeable workers for interactive tasks.
Original languageEnglish
Place of PublicationMaastricht
Number of pages29
Publication statusPublished - 17 Dec 2020

Publication series

SeriesROA Research Memoranda

JEL classifications

  • j23 - Labor Demand
  • d91 - "Intertemporal Consumer Choice; Life Cycle Models and Saving"
  • m51 - "Personnel Economics: Firm Employment Decisions; Promotions"


  • recruitment
  • personality traits
  • tasks
  • discrete choice experiment

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