Abstract
This research examined the impact of facial age appearance on hiring, and impressions of fitness as the underlying mechanism. In two experimental hiring simulations, one with lay persons and one with Human Resource professionals, participants evaluated a chronologically older or younger candidate (as indicated by date of birth and age label) with either younger or older facial age appearance (as indicated by a photograph). In both studies, older-looking candidates received lower hireability ratings, due to less favorable fitness impressions. In addition, Study 1 showed that this age bias was reduced when the candidates provided counter-stereotypic information about their fitness. Study 2 showed that facial age-based discrimination is less prevalent in jobs with less costumer contact (e.g., back office).
Highlights
Population aging is a major topic around the world (e.g., United Nations, 2013; The United States Census Bureau, 2014; European Union, 2015)
We found a significant indirect effect of facial age appearance on hireability that was mediated by fitness impressions
As predicted, we found that the indirect effect of facial age appearance on hireability via fitness lost significance when physical fitness information was included compared to when no fitness information was included
Summary
Population aging is a major topic around the world (e.g., United Nations, 2013; The United States Census Bureau, 2014; European Union, 2015) It profoundly affects, among other things, the composition of the labor force, which is becoming more age-diverse with an increasing number of older workers. Older workers are viewed as being less competent than younger workers, and are less likely to be hired (Krings et al, 2011) This negative age stereotype persists despite evidence for the maintenance of job performance with age (Gordon and Arvey, 2004; Bal et al, 2011)
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