When competence isn’t enough: age and gender stereotypes in recruitment practices in Czechia

Abstract

This study explores the intersection of age and gender biases in recruitment, particularly in the context of digitalization, where evolving job demands are reshaping the hiring landscape. Using an experimental design, we examine how HR managers in the Czech Republic assess candidates with similar qualifications but varying in age (32 and 56 years) and gender (male and female) for digitally demanding roles. A representative sample of 608 HR professionals evaluated candidate profiles, allowing us to isolate the impact of demographic factors on perceptions of key competencies such as digital proficiency, interpersonal skills, and adaptability. Our findings show that age and gender influence candidate evaluations in early recruitment, even when qualifications are equivalent. Although explicit recommendation scores were not statistically different across profiles, younger candidates, especially younger women, tended to receive more favorable impressions than older male candidates. Older applicants were often viewed as technically strong and creative, but younger applicants were more frequently associated with adaptability and interpersonal ease, which are increasingly emphasized in digital work settings. These perception patterns reflect demographic expectations rather than verified competencies and suggest that hiring decisions can be shaped by assumptions linked to age and gender rather than by the documented strengths of the applicant. In light of labor market shortages in the European Union, this research emphasizes the importance of inclusive recruitment strategies. This study contributes a novel experimental approach in Central Europe, particularly within the Czech context, where research on these biases remains scarce, and offers directions for future inquiry into the effects of digitalization on recruitment practices.