Person-Job Fit is an important concept associated with organizational psychology and has impact on employee job satisfaction, their commitment toward their organization and growth of organization. The period of pandemic has witnessed major disruptions in organizational demand for necessary skill sets among their employees and employees witnessed harsh consequences for not matching the demand. The new normal post-pandemic period is witnessing new job roles of employees and mounting demand for learning more and advanced skills to work more efficiently. Public sector organizations like Central Board of Indirect Taxes and Customs (CBIC) are not an exception to this situation. The jobs are more demanding now and so are the employees with respect to their personal and professional requirements. Thus, the relevance of Person-Job Fit concept and its constructs, Need-Supply and Demand-Ability concepts are questioned in post-pandemic job scenario. Overcoming such ambiguity of conceptual framework and constructs of Person-Job Fit in the post-pandemic timeframe, is the aim of present study. As pandemic has also forced severe changes in organizational demand even in relatively rigid structure of public sector organizations and as such studies are not much frequent in public sector organizations and almost none in post-pandemic scenario, the focus of the study is fixed on such premises. The findings of this study will help in validation of the theoretical structure of Person-Job Fit and also provide important information to the policymakers to design job accordingly to achieve higher employee satisfaction and thereby securing higher organizational growth and less employee turnover.