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

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  • David Neumark

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.

Suggested Citation

  • David Neumark, 2024. "Age Discrimination in Hiring: Evidence from Age-Blind versus Non-Age-Blind Hiring Procedures," Journal of Human Resources, University of Wisconsin Press, vol. 59(1), pages 1-34.
    • Handle: RePEc:uwp:jhriss:v:59:y:2024:i:1:p:1-34
    Note: DOI: https://doi.org/10.3368/jhr.0420-10831R1
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    File URL: http://jhr.uwpress.org/cgi/reprint/59/1/1
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    More about this item

    JEL classification:

    • J23 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Labor Demand
    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing

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