This study tests the applicability of image congruity theory to the employment decision-making process. A sample of workers from a variety of jobs/organizations (N = 193) read a series of job advertisements presenting unique organizational personalities, rated the extent to which these personalities matched their self-concept perceptions, and reported evaluations of organizational attraction. In accordance with the tenets of image congruity theory, results suggest prospective job seekers are attracted to organizations with personalities they perceive as similar to their own actual and ideal self-concepts. Actual congruence exerted a greater influence on organizational attraction than did ideal congruence. However, both ideal and actual image congruence explained significant unique variance in organizational attraction.