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Volume 39, Issue 1
  • ISSN: 0921-5077
  • E-ISSN: 1875-7235
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Abstract

Abstract

Social media platforms are increasingly used to screen job applicants for talent, with LinkedIn being the most widely used professional social media site. However, despite the aging workforce and labor market shortages, research on age discrimination during LinkedIn screening remains limited. Based on impression formation theories and the stereotype content model, this study examined age discrimination among female applicants during LinkedIn screening, as well as the role of recommendations and age-related stereotypes among recruiters. Through an experimental within-subjects study with 239 recruiters, we found that older applicants received lower job suitability ratings than equally qualified younger applicants. Having a recommendation that emphasizes warmth or competence benefits both older and younger applicants, but younger applicants benefit more when both warmth and competence are highlighted in recommendations than older applicants. Positive age-related stereotypes regarding warmth and competence do not affect age discrimination. These findings provide valuable insights into the use of LinkedIn screening for both organizations and job seekers.

© Maaike Schellaert, Janneke K. Oostrom & Eva Derous
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2026-03-01
2026-03-22
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LinkedIn of LinkedOud? De rol van aanbevelingen en stereotypen in leeftijdsdiscriminatie bij vrouwelijke sollicitanten tijdens LinkedIn-screening
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  • Article Type: Research Article
Keyword(s): LinkedIn screening; older applicants; recommendations; stereotypes; warmth and competence

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