@article{01J7ZFS884RV8W7YR5PBZGDZW3,
  abstract     = {{Building on impression formation theories and the stereotype content model, this study examined age bias in LinkedIn screening, which is an understudied topic despite the aging workforce. An experimental study among 366 HR professionals considered the effects of LinkedIn recommendations (warmth/competence) and recruiters' age stereotypes on older applicants' job suitability ratings. First, we investigated and found that LinkedIn screening is prone to bias against older applicants. Furthermore, although having a recommendation on LinkedIn stressing competence or warmth is beneficial for both younger and older applicants, younger applicants benefited more from a recommendation reflecting their competence compared to older applicants. Second, recruiters' positive stereotypes regarding older workers' competence positively influenced job suitability ratings of older job applicants. This positive effect of recruiters' stereotypes was not affected by counter-stereotypical information emphasized through a recommendation. Understanding how applicants' LinkedIn profile affect recruiters' hiring outcomes might help organizations to develop policies for fair selection procedures.}},
  articleno    = {{108430}},
  author       = {{Schellaert, Maaike and Oostrom, Janneke K. and Derous, Eva}},
  issn         = {{0747-5632}},
  journal      = {{COMPUTERS IN HUMAN BEHAVIOR}},
  keywords     = {{LinkedIn screening,Impression formation theory,Age bias,Recommendations,Stereotypes,SOCIAL MEDIA,PERSONNEL-SELECTION,STEREOTYPE CONTENT,SELF-PRESENTATION,JOB,FACEBOOK,COMPETENCE,DECISIONS,BIASES,MODEL}},
  language     = {{eng}},
  pages        = {{18}},
  title        = {{Ageism on LinkedIn : discrimination towards older applicants during LinkedIn screening}},
  url          = {{http://doi.org/10.1016/j.chb.2024.108430}},
  volume       = {{162}},
  year         = {{2024}},
}

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