This thesis examines whether realistic job previews (RJPs) can be used to reduce the first-term attrition of Navy recruits. The methodology consists of a literature review in which previous RJP studies are examined for their relevance to military accession and training processes. The military's use of educational screens, trends and costs of first-term attrition, and labor market theories of turnover are discussed to provide a common frame of reference within which to view the person-job matching process and its consequences. In general, the literature suggests that RJPs are effective in reducing turnover and could result in long-term savings in recruiting and training sailors. However, there are also costs associated with the use of RJPs. These costs are primarily short-term, and include funding for development and implementation, as well as the potential for increasing recruiting costs through lower rates of job acceptance. Consideration must be given to whether the benefits of reduced attrition outweigh these costs. Recommendations for further research and a conceptual framework for an RJP are also provided.