A backlog of applicants for civil service positions and a work overload on selection and classification specialists at one civil service office prompted a study of the usefulness of a job-person match for personnel selection. An instrument measuring applicants' match to a large number of professional and technical jobs within a state civil service office was developed from data collected through a comprehensive job analysis. A study was conducted which investigated the selection decisions of civil service applicants (N=103) following completion of this instrument measuring their job-person match with each of 70 jobs. Applicants either completed the instrument, completed the instrument and received additional feedback concerning their match to jobs, or served as a control. The results revealed that applicants' selection decisions were modified by feedback on their matches to the different jobs. Applicants completing the instrument but receiving no feedback were not significantly different from controls. Applicants' match to jobs was significantly, but differentially related to civil service test performance across groups. Results indicated that applicants were willing to alter their initial selection decisions and even eliminate jobs based on feedback from an instrument measuring job-person match under certain conditions. (Author/NB)