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What (not) to add in your ad : when job ads discourage older or younger job seekers to apply

Aylin Koçak (UGent) , Eva Derous (UGent) , Marise Ph. Born and Wouter Duyck (UGent)
(2023) INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT. 31(1). p.92-104
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Organization
Abstract
Both older and younger job seekers face difficulties when entering the workforce. Qualification-based targeted recruitment (QBTR) might be used to attract older/younger job seekers, yet how this strategy is perceived by older/younger job seekers has not been considered before. The present study fills this gap and investigated effects of negatively metastereotyped information in job ads (i.e., personality requirements or traits) on application intention and self-efficacy of both older and younger job seekers. An experimental study (N-total = 556; 44.6% aged 50 or older, 55.4% aged 30 or younger) showed that negatively metastereotyped traits in job ads (e.g., "flexible") lowered older job seekers' application intention and that this effect was mediated by older job seekers' self-efficacy regarding that trait. No such effects were found among younger job seekers. Results showed that organizations can fail to attract older candidates because of the traits mentioned in job ads, which is particularly alarming when aiming to target age-diverse applicants. Suggestions for practitioners and future research are formulated.
Keywords
Management of Technology and Innovation, Strategy and Management, General Psychology, Applied Psychology, General Business, Management and Accounting, age, diversity, metastereotypes, recruitment, STEREOTYPE THREAT, PERSON-ORGANIZATION, PLANNED BEHAVIOR, SELF-EFFICACY, RECRUITMENT, ATTRACTION, DIMENSIONS, PSYCHOLOGY, DIVERSITY, WORKPLACE

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Citation

Please use this url to cite or link to this publication:

MLA
Koçak, Aylin, et al. “What (Not) to Add in Your Ad : When Job Ads Discourage Older or Younger Job Seekers to Apply.” INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, vol. 31, no. 1, 2023, pp. 92–104, doi:10.1111/ijsa.12385.
APA
Koçak, A., Derous, E., Born, M. Ph., & Duyck, W. (2023). What (not) to add in your ad : when job ads discourage older or younger job seekers to apply. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, 31(1), 92–104. https://doi.org/10.1111/ijsa.12385
Chicago author-date
Koçak, Aylin, Eva Derous, Marise Ph. Born, and Wouter Duyck. 2023. “What (Not) to Add in Your Ad : When Job Ads Discourage Older or Younger Job Seekers to Apply.” INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 31 (1): 92–104. https://doi.org/10.1111/ijsa.12385.
Chicago author-date (all authors)
Koçak, Aylin, Eva Derous, Marise Ph. Born, and Wouter Duyck. 2023. “What (Not) to Add in Your Ad : When Job Ads Discourage Older or Younger Job Seekers to Apply.” INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 31 (1): 92–104. doi:10.1111/ijsa.12385.
Vancouver
1.
Koçak A, Derous E, Born MPh, Duyck W. What (not) to add in your ad : when job ads discourage older or younger job seekers to apply. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT. 2023;31(1):92–104.
IEEE
[1]
A. Koçak, E. Derous, M. Ph. Born, and W. Duyck, “What (not) to add in your ad : when job ads discourage older or younger job seekers to apply,” INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT, vol. 31, no. 1, pp. 92–104, 2023.
@article{8755385,
  abstract     = {{Both older and younger job seekers face difficulties when entering the workforce. Qualification-based targeted recruitment (QBTR) might be used to attract older/younger job seekers, yet how this strategy is perceived by older/younger job seekers has not been considered before. The present study fills this gap and investigated effects of negatively metastereotyped information in job ads (i.e., personality requirements or traits) on application intention and self-efficacy of both older and younger job seekers. An experimental study (N-total = 556; 44.6% aged 50 or older, 55.4% aged 30 or younger) showed that negatively metastereotyped traits in job ads (e.g., "flexible") lowered older job seekers' application intention and that this effect was mediated by older job seekers' self-efficacy regarding that trait. No such effects were found among younger job seekers. Results showed that organizations can fail to attract older candidates because of the traits mentioned in job ads, which is particularly alarming when aiming to target age-diverse applicants. Suggestions for practitioners and future research are formulated.}},
  author       = {{Koçak, Aylin and Derous, Eva and Born, Marise Ph. and Duyck, Wouter}},
  issn         = {{0965-075X}},
  journal      = {{INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT}},
  keywords     = {{Management of Technology and Innovation,Strategy and Management,General Psychology,Applied Psychology,General Business,Management and Accounting,age,diversity,metastereotypes,recruitment,STEREOTYPE THREAT,PERSON-ORGANIZATION,PLANNED BEHAVIOR,SELF-EFFICACY,RECRUITMENT,ATTRACTION,DIMENSIONS,PSYCHOLOGY,DIVERSITY,WORKPLACE}},
  language     = {{eng}},
  number       = {{1}},
  pages        = {{92--104}},
  title        = {{What (not) to add in your ad : when job ads discourage older or younger job seekers to apply}},
  url          = {{http://doi.org/10.1111/ijsa.12385}},
  volume       = {{31}},
  year         = {{2023}},
}
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