Using Human Design in Your Job Search

using human design in job search

It’s easy to lose ourselves when it comes to embarking on our job search and end up forcing ourselves to carry it out in ways that don’t feel fulfilling because we think we have to. 

Filling out application after application…

Gravitating towards the bigger corporations with more job openings… 

Boxing ourselves into a job title that doesn’t quite fit…

It can start to feel constricting, but I don’t believe we have to do these things to find a fulfilling opportunity. 

I believe the more we can do what fulfills us while moving toward our next role, the higher the chance that role will provide us with exactly what we’re looking for. This means searching for a job in a way that feels natural, and our Human Design blueprint can give us keys to do just that.

Be sure to check out the Job Search Cheat Sheet at the bottom of this article. 

Here are five ways knowing our Human Design can help us make a career transition:

1 – It shows us our inner authority to make decisions

There’s really no such thing as a right or wrong decision along our career journey, but I guarantee your mind could convince you otherwise!

When it comes to important decisions, we can’t rely solely on our logical brain. Time and time again I see people caught up in weighing the pros and cons between this or that. All of that information can inform us, but it isn’t how we need to make a decision.

With so many unknown variables in career decisions, we have to rely on our body’s innate intelligence. Human Design goes beyond the advice of “follow your heart” to pinpoint exactly where our body’s intelligence is strongest. It highlights a specific inner authority we can rely on to make personal decisions. 

Approximately 50% of the population has Emotional Authority. This means they’re supposed to wait and feel out a decision over time. With a big decision like which job to take, this could take days or weeks. The goal for those with emotional authority is to wait long enough so that they have felt the “highs” and “lows” of a potential decision until they reach a place of feeling neutral, where they may only be 70-80% clear (see my article on emotional authority). 

Another large chunk of the population is meant to rely on Sacral inner authority. This means they must be tuned into their gut response, able to identify when their body is giving them a visceral “Yes” or “No” in response to an opportunity. They may not be able to explain it, and that’s OK. It’s important for them to “follow the energy” instead of getting sidetracked by the mind.

There are several other inner authorities one may have including Splenic, Ego, Self-Projected, Sounding Board, and Lunar authority. 

2 – It reveals our core strengths and gifts

Part of navigating a job search is deeply understanding the strengths and gifts we bring to the table. There are many ways to identify our strengths through assessments (Clifton Strengths being one of my favorites) and self-reflection. Yet, any strengths we discover through these means can be limited to what we’re consciously aware of. 

It’s often our core essence – a specific energy we naturally radiate – that we may not even be able to put into words because it just is us. This is what Human Design can highlight with incredible accuracy.

Our Personality Sun and Channels are key indicators of strengths. 

human design personality sun and channel impact on job search

For example, my Personality Sun is in the Gate of Provocation (39). Without trying, I radiate an energy, a pressure, that provokes the spirit in others out of a sense of responsibility. 

This same core energy manifests in various ways such as moodiness, creative dynamism, sensitivity to acoustics, passion, romance, etc. By understanding how our core energy operates, we can apply it to many different areas of our lives. 

The other reason knowing this helps is because it reminds me that I shouldn’t try to be provocative. If I feel a need to express what is already innate, it usually means I’m on an ego trip and trying to over-exert my strengths to compensate for other areas. This is how our biggest strengths become weaknesses. 

3 – It differentiates between strengths and opportunities

There’s a key difference between a quality that’s innate, or fixed, within us (strength) versus a quality that’s fluid and adaptable (opportunity). One happens naturally whether we like it or not, while the other is something we learn from others. 

What we often call “weaknesses” are qualities that are inconsistent in us. 

The problem arises when we try to be “fixed” in ways that we’re meant to be fluid. In other words, we try to be consistent where we’re designed to be inconsistent to emulate people who have traits that we don’t (e.g. “I need to be more ambitious like this person”, “More eloquent like that person,” etc).

In my experience, it’s incredibly helpful to understand this distinction between a strength and an opportunity. For example, one of my Top 5 Clifton Strengths is Intellection:

“You like to think. You like mental activity. You like exercising the “muscles” of your brain, stretching them in multiple directions.”

The same theme could be deduced by understanding I have an open Head and Ajna center in my design. Those with an open Ajna center can take in a variety of different perspectives and become wise about the interrelatedness of different ideas and opinions, coming to understand which ideas have the most value. 

However, Human Design takes it a step further to explain that because this strength is not fixed/innate, it’s also where I’m most likely to be conditioned and end up trying to be something I’m not. For example, I could easily get lost in someone’s great ideas and feel certain that their way of seeing things is the only correct way. This could lead to pretending to be certain about my ideas and becoming mentally defensive.

So, while this “Intellection” is a strength, it’s not something I can rely on consistently. I have to get comfortable with uncertainty about my ideas and remain adaptable instead of trying to be intellectually certain about anything, which is a major challenge when I can see so many options!

Note: There are many ways to pinpoint the specific mental traps we’re most likely to fall into based on our design, but the basic premise is that our definition (centers and channels) are our strengths and undefined centers are opportunities. If you’d like to dive into your “Not-Self” traps, feel free to apply for a free overview reading here. 

4 – It reveals our optimal job search strategy (aka networking strategy)

A job search strategy is primarily a networking strategy since people get jobs through people. 

Yet, not everyone is designed to go running around to Meetups trying to spark up a conversation with people in their industry. What feels authentic will always be what is most sustainable.

Are you designed to find a job through your network or strangers? Are you designed to connect 1:1 or feel better in groups? Should you play hard to get or take the initiative in reaching out? 

These are all things that our chart can give us clues about. 

While a deep dive analysis is beyond the scope of this article, here’s a quick cheat sheet to give you some clues. You will need to know your Type, Authority, and Profile (1/3, 1/4, 3/5, etc.) to know if you have numbers 1-6 in your profile. 

If you’re interested in a more in-depth overview reading, you can apply here.

Job Search by Design Cheat Sheet

job search strategy by human design cheat sheet

Final Note 

I think one of the most important things to remember is that we’re not trying to hack our way through life or the job search process. We’re trying to follow what feels natural while trusting in the highest possible outcome so that we can attract those opportunities into our field. 

Are you willing to experiment with letting your body’s innate intelligence guide you?

If you do, I trust you’ll find success in the outcome, whatever it may be. 

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