Career decision making, fast and slow: Toward an integrative model of intervention for sustainable career choice

Career choice interventions typically rely on methods for matching people to work environments based on a century-old three-step prescriptive formula (e.g., self-exploration, occupational exploration, self-occupation comparison). Although Parsons' (1909) formula is still useful as a general guide to career choice intervention, it also has a number of limitations, particularly in the contemporary work world. For example, simple matching methods do not adequately consider rapid changes in technology and in the global economy that can destabilize initial career choices. Neither do they take into account contextual barriers, person factors (e.g., negative affect), or human reasoning processes that sometimes impede career decision-making. We suggest several ways to update career choice interventions, in particular, by (a) more fully integrating concepts from cognitive psychology (e.g., decisional heuristics) with decision-making models in vocational psychology, (b) taking a comprehensive approach to assessment, and (c) emphasizing preparedness for career disruptions. These suggestions coalesce within an integrated content-process-context framework for career choice assessment and intervention. We describe the framework's main elements and cite directions for research and practice innovation intended to promote career sustainability amidst uncertainty about the availability of stable and secure work in the future.