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Research ArticleArticles

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

David Neumark
Published online before print September 09, 2021, 0420-10831R1; DOI: https://doi.org/10.3368/jhr.0420-10831R1
David Neumark
* David Neumark is Professor of Economics at UCI.
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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.

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Journal of Human Resources: 60 (3)
Journal of Human Resources
Vol. 60, Issue 3
1 May 2025
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Age Discrimination in Hiring: Evidence from Age-Blind vs. Non-Age-Blind Hiring Procedures
David Neumark
Journal of Human Resources Sep 2021, 0420-10831R1; DOI: 10.3368/jhr.0420-10831R1

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Age Discrimination in Hiring: Evidence from Age-Blind vs. Non-Age-Blind Hiring Procedures
David Neumark
Journal of Human Resources Sep 2021, 0420-10831R1; DOI: 10.3368/jhr.0420-10831R1
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