Age Discrimination in Hiring: Evidence from Age-Blind versus Non-Age-Blind Hiring Procedures

David Neumark

Journal of Human Resources, 2024, vol. 59, issue 1, 1-34

Abstract: I study hiring age discrimination under two different hiring procedures. In one, age is revealed simultaneously with other applicant information, and the job offer rates are much lower for older than for younger job applicants. In the second, interview selections are based on detailed, age-blind online applications, while subsequent interviews are not age-blind. In this case, older applicants are not underselected for interviews, but face a lower job offer rate after in-person interviews. The combined evidence is consistent with age discrimination. The smaller age difference in job offer rates under the second hiring procedure suggests that “blinding†part of the selection process may reduce discrimination.

JEL-codes: J23 J71 (search for similar items in EconPapers)
Date: 2024
Note: DOI: https://doi.org/10.3368/jhr.0420-10831R1
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Persistent link: https://EconPapers.repec.org/RePEc:uwp:jhriss:v:59:y:2024:i:1:p:1-34

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