I WAS BLOWN AWAY when I learned about best-selling author Gretchen Rubin’s Four Tendencies personality framework. It answered many questions about why I do things a certain way and why others behave so differently.

I like to use it with many of my coaching clients. It helps us work together to understand better how they can best achieve their career goals.

I see many well-meaning job search experts suggest methods for a job search that can be helpful for one or more tendencies but will not work for all.

Once you know your tendency, then you will have more information about what processes you can put into place that will dovetail with your tendency and not work against it.

Ultimately, it will make your job search more efficient and keep you from feeling frustrated using a process that will not work for you.

What Are The Four Tendencies?

First, to find yours, you can go to www.gretchenrubin.com/quiz and take the quiz to learn your tendency.

The four tendencies are focused on how each individual responds to both inner expectations, the ones we expect of ourselves, and outer expectations, those of the people around us, like family, friends, and bosses.

The four tendencies are:

Upholder: Responds readily to both inner and outer expectations.

Questioner: Questions all expectations and will only meet them if they believe they are justified.

Obliger: Meets outer expectations but struggles to meet inner expectations.

Rebel: Resists all expectations, both inner and outer.

By the way, Obliger is the largest tendency of those taking the quiz.

How Would The Four Tendencies Apply To A Job Search?

Let’s take the example of part of the job search that could be an inner and outer expectation.

An inner expectation could be applying to a certain number of job postings each week. 

An outer expectation could be being prepared for an interview.

Now let’s see how each tendency might deal with each.

Upholder: 

An Upholder would have no issue meeting both expectations. Both would be important, so they would schedule their time to submit all the applications and adequately prepare for any scheduled interview. They would not need anyone to follow behind them to ensure this happened.

Questioner: 

Questioners will assess the reasoning behind both expectations. Why is either important and how does it align with their goals as well as values? If it makes sense, they will do it, but they may modify these expectations depending on their own criteria. For example, the Questioner may have a goal for the number of applications but may reduce that if they have interviews that week. Or, they may prepare for interviews but will put in less effort for those opportunities they are less interested in.

Obligers:

Obligers may struggle with meeting their application goal if other people in their lives need their time and attention. They will put them first. When it comes to outer expectations, such as being prepared for an interview, they would not want to let the interviewers down, so they would likely make sure to be well-prepared.

Rebels:

Remember, Rebels resist all expectations. They want to do what they want when they want and in their own way. Setting a number of job applications is too restrictive for them. As for preparing for interviews, they would find traditional methods for interview preparation, such as practicing answering common questions, boring or unhelpful.

This is why a one-size approach to your job search, not taking into account different tendencies, can be very frustrating for many job seekers.

So What Does Work For Each Tendency?

Ok. Now you hopefully understand which tendency is yours. Now let’s look at how to approach a job search given each tendency.

Upholder:

Their Natural Job Search Approach

Upholders will determine what needs to be done and set up deadlines and milestones. Upholders will likely set up a central calendar with all the networking events, interview dates, and follow-up requirements. Getting it done is not their problem.

How Upholders Can Enhance Productivity

Upholders can be tied to their process. They need to be mindful that it can be better if they adapt their process as new opportunities arise. Also, they should allow themselves time to explore other ways of meeting their goal aside from their original plan.

Questioner:

Their Natural Job Search Approach

Questioners will spend a lot of time researching before applying to an opportunity to ensure it meets their goals and values. They will also ask a lot of questions in interviews, both informational and job interviews, to understand an organization and its role.

How Questioners Can Enhance Productivity

Questioners can get into analysis-paralysis, thinking there is always more information that can be found. Questioners may need to set a time limit on their exploration to make sure they can take timely action. They also need to recognize that low-risk activities do not need exhaustive research.

Obliger:

Their Natural Job Search Approach

They will respond well to deadlines set by others, such as networking contacts, coaches, or family members. They are appreciative of step-by-step guides or hiring plans given by trusted authorities.

How Obligers Can Enhance Productivity

Obligers do well when they build in outer accountability. Partnering with a buddy on a job search or joining an accountability group can ensure follow-through. Obligers frequently suffer from burnout. Developing a job search plan that is dynamic and realistic can help set achievable expectations can be helpful.

Rebels:

Their Natural Job Search Approach

Rebels will gravitate to an untraditional job search approach. They may be less focused on titles and more on what interests them. Formal networking events likely will not be of interest, and they will gravitate to using their favorite social media or talking to those they find of interest. They also may focus on building their personal brand. Their cover letters and applications will convey more about who they are and likely will stand out from their competition.

How Rebels Can Enhance Productivity

Rebels don’t want to be pinned down to a strict schedule, but they can understand that some organization may be necessary to find a job where they can thrive. They need to put these backstops into place. Also, while resisting inner expectations, they usually have an idea of who they believe themselves to be. If, for example, they see themselves as a creative problem solver, how would a creative problem solver approach a job search? They would think critically about the process and find practical solutions. Rebels could then incorporate this thinking into their job search to keep them on track.

So No One Approach Fits All

I hope I have convinced you that discovering your tendency can be game-changing. Each tendency will approach their job search (and most everything in life) differently. No tendency is either good or bad; all have positives and challenges. Self-awareness can help you choose the right strategy for you.

Also, it is okay to borrow elements from other tendencies to enhance your job search productivity just because it is not your tendency. If you are an Upholder but want to join a job search accountability group, go for it.

Also, remember these are “tendencies.” They are not absolutes. You may see yourself as a blend of tendencies or are mostly one but tend toward another in different circumstances. This is normal. Use what you know will work for you.

Understanding Your Tendencies Can Lead To A More Successful Job Search 

As an Upholder, putting my plan together and working my plan gave me a really good feeling when in my job search. I like structure and thrive in it. But a Rebel would whither with that job search process. That is why knowing your tendency is so important. Then you can understand what advice will work for you (and what won’t) and choose the process that will give YOU the least frustration and the best ultimate results.

Shelley Piedmont is a job search coach. She wants to help job seekers put their best foot forward by providing the tools for a successful job search. If you need career coaching, resume review, interview skills assessment, or LinkedIn profile assistance, she can help. Schedule a 15-minute no-obligation consultation.