Old and Unemployable? How Age‐Based Stereotypes Affect Willingness to Hire Job Candidates

Datos Bibliográficos

ID10228709
AutoresDominic Abrams (0000-0002-2113-4572, University of Kent, autor de correspondencia), Hannah J Swift (0000-0002-1911-0782, University of Kent), Lisbeth Drury (0000-0002-0964-7068, University of Kent)
Año2016
Volumen72
Número1
Páginas105-121
Fecha de publicación2016-03-01
Open AccessSí
TipoARTICLE
RevistaJournal of Social Issues (JOURNAL)
Identificadores de la revistaISSN: 0022-4537 • E-ISSN: 1540-4560
EditorialWiley (PUBLISHER • GB)
DOI10.1111/josi.12158
PMID27635102
OpenAlexW2303384939
IdiomaEN
Citas recibidas47
Referencias citadas28

Across the world, people are required, or want, to work until an increasingly old age. But how might prospective employers view job applicants who have skills and qualities that they associate with older adults? This article draws on social role theory, age stereotypes and research on hiring biases, and reports three studies using age‐diverse North American participants. These studies reveal that: (1) positive older age stereotype characteristics are viewed less favorably as criteria for job hire, (2) even when the job role is low‐status, a younger stereotype profile tends to be preferred, and (3) an older stereotype profile is only considered hirable when the role is explicitly cast as subordinate to that of a candidate with a younger age profile. Implications for age‐positive selection procedures and ways to reduce the impact of implicit age biases are discussed

Affect (linguistics · Business · Demographic economics · Economics · Employability · Pedagogy · Communication · Gender Diversity and Inequality · Labor market dynamics and wage inequality · Psychology · Retirement, Disability, and Employment · Social Psychology

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