paraphrase Job tasks should reference as many objective factors as possible rather than focusing on subjective considerations. This is because in the event a workplace discrimination claim materializes, it will be easier for an employer to illustrate a decision was nondiscriminatory if it can show a measurable explanation for the result. For example, an employer who identifies the need to hire an individual who can type 70 words per minute should include this quantifiable measurement in a job description rather than just referencing a need for a fast typist. Under these circumstances, if an applicant asserts that the employer rejected his application based on an improper consideration such as his race, the employer can point to the applicant's ability to type 40 words per minute as the basis for the disqualification, as opposed to referencing a general dissatisfaction with the speed of the applicant's typing. Employers who do list an objective requirement in a job description, however, as discussed above, should be prepared to explain why an applicant who possesses a lower skill set, such as the ability to type 50 words per minute, would not be qualified for the position