While researchers have learned much about the employment process from the viewpoint of the organization, the psychology of job search behavior has received less attention. The most attention to the job search process has originated from the "how to find a job" writers. Using the information derived from these "how to" books, a conceptualization of the job search process was developed focusing upon three major processes: (1) job search planning; (2) job search activities; and (3) job search evaluation. A 33-item scale, adapted from Dayton (1981), was developed to measure job search preparation and job search methods. This questionnaire together with measures of self-monitoring and self-esteem in job search were administered to 271 undergraduates. A factor analysis of data from the job search questionnaire produced eight factors. Pearson correlation coefficients computed between self-monitoring and the perceived effectiveness of job search activities in obtaining employment yielded significant positive correlations between self-monitoring and job search preparation, gaining organizational access, locating job openings, using employment agencies and reference groups, and sending out resumes. Pearson correlation coefficients computed between self-esteem and the effectiveness of job search activities revealed that individuals high in job search self-esteem rated job search preparation, public sector application, gaining organizational access, using employment agencies, sending out resumes, and searching classified ads as helpful in obtaining employment. (NRB)