Views on aging in selection: HR implications
| DOI | https://doi.org/10.1108/SHR-04-2019-0029 |
| Pages | 227-232 |
| Date | 14 October 2019 |
| Published date | 14 October 2019 |
| Author | Debora Jeske,Annalisa Setti,Daisy Beth Gibbons |
| Subject Matter | Hr & organizational behaviour,Employee behaviour |
Views on aging in selection: HR
implications
Debora Jeske, Annalisa Setti and Daisy Beth Gibbons
Abstract
Purpose –It is well-known that stereotypes on aging and perceptions about the suitability of certain
jobs for certain age groups can influence performance ratings. However, it is unclear whether and
how subjective views on aging are associated with judgment on someone else’s performance. The
purpose of this study is to explore the role of aging perceptions and images of aging on
performance ratings for a fictitious set of male candidates with different age and job profiles.
Ratings of interest were job suitability, developmental potential, interpersonal skills and
performance capacity.
Design/methodology/approach –Using an onlinesurvey format, data was collected from 203 Irish and
UK employees to assess how they evaluated different fictitious candidates for a local development
committee.The age and mentorship status of the candidateswere also manipulated.
Findings –The age or mentoring status of the candidate did not play a sign ificant role in how they
were rated. Multiple regression analyses indicated, however, that par ticipants’ aging perceptions
and aging images had a significantly positive influence on ho w they rated the fictitious candidates
(after controlling forparticipant variables such as age and experience). However, positive images of
aging and aging perceptions on the part of the participants predicted more positive overall job
suitability ratings, developmental potential, interpersonal skil ls and performance capacity. When
the participants had more negative views on aging, they would also allocate lower ratings.
Originality/value –The results indicatethat employee attitudes about aging play a role in how theywill
rate others. Given the importance of potential rating bias, the authors propose a number of training
interventions that human resource professionals may be able to carry out to positively shape the
informationalbasis for more negative aging attitudes.
Keywords Training, Attitudes, Bias, Aging
Paper type Research paper
Introduction
One of the training challenges for human resource (HR) professionals is to find ways to
reduce bias in selection and performance evaluation settings. This applies to bias due
to gender, ethnicity and age. Job stereotypes may further complicate matters as they
also interact with gender (Doering and The
´baud, 2017)orage(Finkelstein et al., 2019;
Cleveland and Landy, 1983). These job stereotypes may act as a barrier to employment
or progression for older applicants. Social role theory postulates that discrimination is
likely to occur when an individual’s perceived stereotypic characteristics and the
characteristics of the position for which they are applying do not match (Eagly and
Karau, 2002;Wood and Eagly, 2011). One of the challenges for HR professionals, who
are tasked to educate raters about stereotypes, is to provide training that effectively
addresses implicit and unconscious age (and potential job) bias in recruitment and
selection processes. However, implicit aging bias continues to be an issue in HR
(Rockwood, 2018). One possible explanation is that the focus of the training is on
sharing knowledge and insight about stereotypes per se (knowledge and skills) rather
Debora Jeske,
Annalisa Setti and
Daisy Beth Gibbons are
based at the School of
Applied Psychology,
University College Cork,
Cork, Ireland.
We would like to thank our
participants for their time and
Professor Benson Rosen for
sending us a copy of the
original measures that he and
Professor Thomas H. Jerdee
referenced in their 1976 article.
DOI 10.1108/SHR-04-2019-0029 VOL. 18 NO. 5 2019, pp. 227-232, ©Emerald Publishing Limited, ISSN 1475-4398 jSTRATEGIC HR REVIEW jPAGE 227
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