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This article analyses old-age discrimination in managers' hypothetical hiring decisions. We expect that older job candidates are less likely to be hired than equally qualified younger candidates. Statistical discrimination theory argues that when recruiters have more information about the candidate's skills, age is less important for hiring decisions. Given inconclusive results of previous studies, we elaborate on the theory by focusing on the content rather than the amount of information. Wedoi:10.1093/esr/jcaa030 fatcat:2bmbyengufafhirz4463sv5b2i