The present study compares the personality scores of Black, White, and Hispanic police applicants in a large, racially representative sample (n = 79,339). Contrary to the findings in the current literature drawing on incumbent samples, the present findings demonstrate notable subgroup differences on the trait conscientiousness favoring White applicants. These results dispute the widely accepted, adverse impact-reducing role of personality measures in personnel selection, suggesting that their inclusion might be more detrimental than beneficial.