Age Discrimination in Hiring: Evidence from Age-Blind vs. Non-Age-Blind Hiring Procedures / David Neumark.

By:

Neumark, David

Contributor(s):

National Bureau of Economic Research

Material type: Text

TextSeries: Working Paper Series (National Bureau of Economic Research) ; no. w26623.Publication details: Cambridge, Mass. National Bureau of Economic Research 2020.Description: 1 online resource: illustrations (black and white)Subject(s):

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Abstract: I study age discrimination in hiring, exploiting a difference between age-revealed and partially age-blind hiring procedures. Under the first hiring procedure, age is revealed simultaneously with other applicant information and job offer rates are much lower for older than for younger job applicants. Under the second hiring procedure, interview selections are based on detailed, age-blind on-line applications, while subsequent interviews are not age-blind. Older applicants are not under-selected for interviews, but after in-person interviews when age is revealed, older applicants still face a much lower job offer rate. This evidence is strongly consistent with age discrimination in hiring.

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January 2020.

I study age discrimination in hiring, exploiting a difference between age-revealed and partially age-blind hiring procedures. Under the first hiring procedure, age is revealed simultaneously with other applicant information and job offer rates are much lower for older than for younger job applicants. Under the second hiring procedure, interview selections are based on detailed, age-blind on-line applications, while subsequent interviews are not age-blind. Older applicants are not under-selected for interviews, but after in-person interviews when age is revealed, older applicants still face a much lower job offer rate. This evidence is strongly consistent with age discrimination in hiring.