In the current dissertation’s review of the existing job search literature, it was found that the self-regulation—metacognition paradigm, while valuable, overlooks the role of job seekers’ basic needs in shaping their job search goals and behavior. Additionally, although the contemporary and often-used definition of the term job search suggests an inherent association between job search goals and job search behaviors (i.e., Kanfer et al., 2001), this relationship has only been explored and confirmed by a few scholars (Van Hoye, 2014). I posit that the paucity of research in this area is partially due to the lack of attention paid to studying job search goals. Drawing on Maslow's hierarchy of needs, this dissertation asserts that job seekers' job search goals are deeply rooted in their intrinsic needs. I argue that the job search scholars could stand to benefit from adopting a need-goal-behavior approach in deepening the understanding of the subject and to achieve this, this dissertation presents three studies. In Study 1, I identified primary job search goals of job seekers. Based on findings from Study 1, I developed a scale for measuring job seekers’ job search goal type (Job Search Goal Primacy-Questionnaire) in Study 2. Finally, the effect that job search goal type has on job offer evaluation was investigated in Study 3.