The applicability of the theory of ironic processes of mental control (Wegner, 1994, 1997) to stereotype suppression was investigated in the context of information processing during structured employment interviews. Participants given either instructions to suppress Black stereotypes, instructions to consider applicant race, or control instructions listened to audiotaped interview scripts of Black and White target applicants. Effects on information processing were assessed via a post-interview recognition task. Applicant ratings and selection recommendations were also obtained. Participants in general exhibited a greater processing preference for stereotypical information when the target applicant was Black than when the target was White. No evidence of either immediate enhancement or post-suppression rebound effects was found. Individual differences in prejudice were also explored for potential moderating effects, but only limited effects on overt outcomes were found. Implications for theory and practice are discussed.