When job hunting, one size definitely doesn't fit all.

Career counselors agree that job-search success begins with being yourself. "The only way you'll do a job search successfully is your own way," says California consultant and author Howard Figler. The trick is discovering what your own way is and pursuing it efficiently.

Most candidates' job-search styles fall into one of four discernible patterns. Each style presents a unique group of assets and liabilities. By making your strengths the centerpiece of your search, you'll achieve better results. And by developing compensating skills that minimize your defects, you're less likely to sabotage your efforts.

To determine the style that suits you best, complete the adjacent exercise. Then read on to identify strategies based on your results that will help you search most successfully.

The Commander Style

Focused, results-oriented and proactive, Commanders are strategic planners who specify long-range goals and move quickly to implement them. Based on recent surveys, approximately 50% of all managers fit this pattern. Competitiveness and competence are core motivators for Commanders, but they're easily tripped up by unforeseen details, and can intimidate others by their combative spirit. If they take their style to extremes, they tend to alienate others.

Commanders prefer to chart a logical course and aren't afraid to make "command decisions" based on the best available information. They know that even the most effective decision-makers are wrong some of the time. When Commanders fail, it's usually because they don't take interpersonal amenities seriously and end up being too direct for their own good.

Faced with an unexpected job loss, Commanders don't waste time reflecting, instead moving quickly to action. Their core strategies include assessing the market objectively and dispassionately, identifying industry niches likely to yield a quick return on their investment of time and effort, and competing against deadlines they set for themselves.

Commanders often need reminders that employment decisions are made on the basis of personal rapport and chemistry, and that not all obstacles yield to a direct onslaught. Used to quick results, they typically find life in the trenches difficult. Career transition provides Commanders with opportunities to learn patience, trust and empathy.

The Adventurer Style

Optimistic, sociable and comfortable with risk describes Adventurers, who make up about 25% of all managers. Such candidates like to jump in the pool and get things going, with or without a plan. Usually motivated by opportunities to bargain, persuade others and take chances, Adventurers need to avoid depending more on salesmanship than competence. An out-of-balance Adventurer can easily become all sizzle and no steak.

Eager to shake things up and make things happen, Adventurers are skilled networkers, relationship-builders and enthusiasm-generators. Aware of the importance of personal contacts and reciprocal obligations, most Adventurers are effective, charismatic deal-makers who find details boring. A stalled job search is usually triggered by an inattention to particulars.

An Adventurer's search often begins within hours of losing a job, with informal phone calls to everyone in his or her extensive personal network. Their career objectives can be vague at the start of a campaign, but quickly take shape as they discuss their situation with others. Interactivity, a willingness to engage in tactical negotiations and a reliance on emerging possibilities are their strategic strengths.

Adventurers may need help presenting a focused image to others. Energized by possibilities, they often confuse action with progress and may struggle with establishing realistic priorities. Consistency, follow-through and avoidance of excessive risk are lessons they can draw from the career-transition process.

The Systematizer Style

Detail-mindedness, tolerance of routine and a methodical orientation characterize Systematizers. Candidates in this sector, who comprise about 20% of all managers, typically adopt a conventional, step-by-step approach to job hunting that's strong in follow-through, attention to specifics and personal accountability. They're motivated by following a proven, established system to the letter. However, they may be waylaid by a lack of imagination and difficulties in seeing possibilities outside of their direct experience. If not tempered by balancing characteristics, the Systematizer style can cause a job seeker to miss the forest for the trees.

Systematizers often emphasize traditional, low-risk approaches, such as answering help-wanted ads. Once they select a strategy, their reliability and discipline often carry the day as they impress employers with their stability. Job-search difficulties often stem from their failure to recognize when directional changes are warranted. Unfortunately, their persistence can easily become counterproductive if they adhere to outmoded advice.

Systematizers can be expected to approach a job search in a structured fashion. They'll carefully and comprehensively research pertinent employers within their geographic target area, meticulously follow through and maintain detailed records of their progress.

Career help for Systematizers involves expanding their targets outside of their original base of experience. Identifying new ideas and possibilities can be tough, compounded by their habitual risk-aversion and mistrust of unproven approaches. Their goals should include identifying their transferable skills and working on networking to increase their self-confidence.

The Harmonizer Style

Only about 5% of managers are Harmonizers, although this style is more common among certain occupational groups. Traits include idealism, creativity and empathy. Focusing on personal values or an internal vision, which they link to economically viable careers, is an important career strength for Harmonizers.

These candidates seek to live in accordance with their personal priorities and persist in steering by this inner compass, even in the face of formidable obstacles. Career difficulties generally center around their failure to moderate idealistic values and temper them with adequate doses of reality. Unless held in check, these tendencies make Harmonizers seem out of touch with the competitive marketplace.

A good starting point for a Harmonizer's job search is a thorough self-assessment that restores awareness of, and faith in, core values. They should consider a list of career options and related sources of income, both conventional and entrepreneurial. They can gain motivation by envisioning long-range possibilities that will allow them to make a significant difference in a chosen field.

Most Harmonizers find it difficult to identify meaningful steps that will lessen the gap between their ideals and the realities of the job market, and may need help building credentials and maintaining an income without sacrificing their core values.

Utilizing the Four Styles

Aaron King shows how all four styles can be used when balanced effectively. A Commander by temperament, Mr. King (not his real name) was outplaced from his middle-management manufacturing job due primarily to communication differences with his boss. He initially wanted to leap into the job market using his Commander strengths, but instead was challenged to look inward first to learn from past experiences.

Shifting to this opposite, Harmonizer pattern was difficult at first, but he recognized the opportunity to challenge himself in an untried area. He soon found this activity surprisingly motivating. His analytical abilities prompted him to identify several specific improvements he could make in how he communicates with others, which he practiced to yield positive results.

Moving next into a Systematizer role, Mr. King researched employers comprehensively within his geographic circle. He began with industries and functions in his career background, but despite a rigorous and meticulous effort, he uncovered few good opportunities. Rather than become blocked by this obstacle, he switched gears again and adopted an open-ended Adventurer stance.

Mr. King used his personal network to glean new ideas from contacts who knew him well, and he was surprised to find heavy support among them for a switch to consulting. Exploring that possibility heightened his conviction that it would be a rational career change for him. By marketing his industry experience and transferable skills in this new arena using his Commander strengths, he quickly landed a position at an equivalent salary with a respected Wisconsin consulting firm.

Your job-search style may not fit neatly into one of these four categories, but you'll likely be more comfortable with some styles than others. Seek a balance by practicing skills related to your least familiar style, beginning with safe tasks and then more challenging applications. In a world where personal career management is essential, heighten your effectiveness by identifying and leveraging your chosen style.

Dr. Embree is a counselor and consultant with the Career Development Group in Mosinee, Wis.