Previous research has shown that interviewers need to be aware of job requirements in order to make valid selection decisions. Such job information may be provided in several different formats. To determine if the type of job information influences decisions, management psychology students (N=48) received information about a job that stressed either the tasks involved or the basic abilities required. They then rated an applicant who was either technically average or superior, and who was either male or female. It was hypothesized that the task description would yield less accurate ratings and that the ability description would be discriminatory toward females. Contrary to the predictions, both types of descriptions produced decisions that were reflective of technical qualifications and neither discriminated against women. The ability oriented description yielded more lenient ratings on many scales, and participants felt more confident in their decisions when given this type of information. (Author/WAS)