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Names often carry generational connotations, with certain names stereotypically associated with younger or older age groups. This study examines implicit age-related name bias in LLMs used for job recommendations. Analyzing six LLMs and 117 American names categorized by perceived age across 30 occupations, we find systematic bias: older-sounding names are favored for senior roles, while younger-sounding names are linked to youth-dominant jobs, reinforcing generational stereotypes. We also find that this bias is based on perceived rather than real ages associated with the names.