Abstract
Across the world people are required or want to work until an increasingly old age. But how might prospective employers view job applicants who have skills and qualities that they associate with older adults? This paper draws on social role theory, age stereotypes and research on hiring biases, and reports 3 experimental- online - studies using age-diverse North American participants. These studies reveal that a) positive older age stereotype characteristics are viewed less favorably as criteria for job hire, b) even when the job role is low status a younger stereotype profile tends to be preferred, and c) an older stereotype profile is only considered hirable when the role is explicitly cast as subordinate to that of a candidate with a younger age profile. Implications for age-positive selection procedures and ways to reduce the impact of implicit age biases are discussed.
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