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Two scenario-based studies were conducted to explore the relative impact of a job candidate’s age compared to generational membership on hiring-related perceptions and outcomes. Study 1 used paper stimulus materials and manipulated whether a job candidate was described as 60 years old, a Baby Boomer, 29 years old, or a Gen-Y/Millennial. Graduate student participants evaluated the job candidates across a number of traits and assessed their suitability for the job of Sales Director. Study 2 employed equivalent stimulus materials but was conducted 3 years later using an older and more age-diverse sample and an online data collection methodology. Consistent with hypotheses, there was strong evidence across the 2 studies that job candidates described as 60-year-olds were perceived as the least motivated and adaptable relative to the other job candidates. By contrast, compared to younger job candidates (Gen-Y/Millennial and 29-year-old), job candidates described as Baby Boomers were perceived to have similar levels of motivation across studies and similar levels of adaptability in Study 2. Baby Boomers were also perceived as significantly more motivated and adaptable than older applicants (60-year-old) in Study 2. Finally, both studies provided evidence of an indirect effect of applicant age and generation on hiring outcomes through perceptions of motivation, adaptability, and in Study 1, competence.

Talkin’ ‘Bout Your Generation: The Impact of Applicant Age and Generation on Hiring-Related Perceptions and Outcomes