Age Discrimination in Hiring: Evidence from Age-Blind vs. Non-Age-Blind Hiring Procedures

Abstract

I study hiring age discrimination under two different hiring procedures. In one, age is revealed simultaneously with other applicant information; job offer rates are much lower for older than for younger job applicants. In the second, interview selections are based on detailed, age-blind on-line applications, while subsequent interviews are not age-blind; older applicants are not under-selected 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.