Applicant pool composition and job perceptions: Impact on decisions regarding an older applicant

Abstract

Previous research suggests that one basis for age discrimination involves the perceptions we hold about older people. However, situational factors may influence the extent to which these perceptions affect our decisions. In the present study, one situational factor, the age composition of the applicant pool, was varied to determine the degree to which age bias in simulated personnel decisions can be reduced. It was hypothesized that as the number of older applicants in an applicant pool increased, an older applicant seeking employment would receive more favorable ratings. Further, it was hypothesized as the number of older applicants in the pool increased, there would be a shift in the perception of the age-type of the job. The results of the study partially supported both hypotheses. Implications for further research on bias in decisions and for organizational recruitment strategies are discussed.