Age Stereotyping in Resume Screening: Don't Throw the Baby Out With the Bathwater

Theory and empirical evidence examining whether age stereotypes predict personnel decisions has recently been evaluated (Murphy & DeNisi, 2021), casting doubt on the validity and value of laboratory research conducted in this area. In this commentary we address three criticisms in respect of human decision-makers and resume screening. First, based on impression formation theory, we argue that resume screening is almost certainly a condition under which decision-makers are likely to rely on stereotypes, due to a lack of individuating information. Second, we address the criticism of inconsistent negative effects, which are likely linked to the complexity of stereotypes. Third, we contend that generalizability limitations are less applicable to resume screening studies compared with other personnel decisions discussed (Murphy & DeNisi, 2021). We end with suggesting that the wide variety of research methods employed across the resume literature is ideal for triangulation, which will provide a clearer understanding of resume screening stereotyping effects on age bias, the relevant moderators, and underlying psychological processes.