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Effects of age stereotyping in a simulated interview
1School of Management State University of New York, Binghamton 13901.
Psychology and Aging
|March 1, 1987
Summary
Age stereotypes impact hiring decisions. Younger candidates received higher ratings than equally qualified older candidates, suggesting age bias affects applicant potential assessments.
Area of Science:
- Psychology
- Industrial-Organizational Psychology
- Social Psychology
Background:
- Age stereotyping is a pervasive societal issue.
- Stereotypes can influence judgment and decision-making in professional contexts.
- Understanding age bias in hiring is crucial for fair employment practices.
Purpose of the Study:
- To investigate the impact of age stereotypes on evaluating job candidates.
- To determine if age bias affects perceptions of interviewee potential for a supervisory role.
Main Methods:
- A simulated auditory interview methodology was employed.
- 156 male and female participants rated a supervisory candidate's qualifications.
- Interviewee age was manipulated (younger, older, age-not-designated).
Main Results:
- Participants provided higher overall ratings to the younger interviewee.
- The younger interviewee was rated more favorably than the equally qualified older interviewee.
- Ratings for the older interviewee did not significantly differ from the age-unspecified candidate.
Conclusions:
- Age stereotypes, both positive and negative, influence the assessment of applicant potential.
- Hiring decisions can be unfairly swayed by an applicant's perceived age.
- Further research is needed to mitigate age bias in recruitment and selection.