Employee selection decisions are crucial for organizations. Nevertheless, research indicates potential biases in selection processes. We explored how candidates' physical attractiveness, gender, and the gender-role congruence of occupations influence personnel selection decisions, including candidates' employability level, offered wage ranges, and expectations for candidates' performance and job motivation. Additionally, the impact of evaluators' sexism tendencies, and moderating effects of candidates' gender, gender-role congruence of the occupations, and attractiveness on the association between evaluators' benevolent and hostile sexism and the outcome variables were examined using a semi-experiemental design. The data were collected from 651 participants online. A 2 (candidates' gender: female - male) × 2 (candidates' physical attractiveness: low - high) × 2 (candidates' occupations' gender congruence: low - high) mixed factor quasi-experimental design was utilized. Findings revealed that attractive candidates and candidates with gender-role-congruent occupations were in a more advantageous position in personnel selection decisions compared to unattractive candidates and candidates with gender-role-incongruent occupations in Türkiye. The moderating effects of gender-role-congruence of the occupation on the relationship between evaluators' benevolent and hostile sexism and personnel selection decisions were significant. Moreover, candidates' physical attractiveness moderated the relationship between evaluators' benevolent sexism levels and selection decisions. Results were discussed by highlighting the study's contribution to theory and practice as well as suggestions for future research.