Two experiments were conducted to evaluate the effect of skin color on subsequent ratings of job suitability and to evaluate the influence trait based stereotypes have on these ratings. Results showed that the effect of skin color on job suitability is moderated by the race of the rater. For white raters, more favorable job suitability ratings were attributed to light skinned applicants. For black raters, more favorable job suitability ratings were attributed to dark skinned applicants. There was no basis for attributing the skin color differences to trait based stereotypes. These findings are discussed and future research goals are presented.