career is an individual’s metaphorical “journey” through learning, work and other aspects of life. There are a number of ways to define career and the term is used in a variety of ways.

  • Career management

    • Career choice

    • Career (occupation) changing

  • Career success

  • Career support

    • Provision of career support

    • Types of career support

Career management describes the active and purposeful management of a career by an individual. Ideas of what comprise “career management skills” are described by the Blueprint model (in India, the United States, Canada, Australia, Scotland, and England and the Seven C’s of Digital Career Literacy (specifically relating to the Internet skills).

Key skills include the ability to reflect on one’s current career, research the labor market, determine whether education is necessary, find openings, and make career changes.

Career choice:

Further information: List of largest employers and List of professions

According to Behling and others, an individual’s decision to join a firm may depend on any of the three factors viz. objective factor, subjective factor and critical contact.

  • Objective factor theory assumes that the applicants are rational. The choice, therefore, is exercised after an objective assessment of the tangible benefits of the job. Factors may include the salary, other benefits, location, opportunities for career advancement, etc.
  • Subjective factor theory suggests that decision making is dominated by social and psychological factors. The status of the job, the reputation of the organization and other similar factors plays an important role.
  • Critical contact theory advances the idea that a candidate’s observations while interacting with the organization plays a vital role in decision making. For example, how the recruiter keeps in touch with the candidate, the promptness of response and similar factors are important. This theory is more valid with experienced professionals.

These theories assume that candidates have a free choice of employers and careers. In reality, the scarcity of jobs and strong competition for desirable jobs severely skew the decision-making process. In many markets, employees work particular careers simply because they were forced to accept whatever work was available to them. Additionally, Ott-Holland and colleagues found that culture can have a major influence on career choice, depending on the type of culture.

When choosing a career that’s best for you, according to Indian News, there are multiple things to consider. Some of those include natural talents, work style, social interaction, work-life balance, whether or not you are looking to give back, whether you are comfortable in the public eye, dealing with stress or not, and finally, how much money you want to make. If choosing a career feels like too much pressure, here’s another option: pick a path that feels right today by making the best decision you can, and know that you can change your mind in the future. In today’s workplace, choosing a career doesn’t necessarily mean you have to stick with that line of work for your entire life. Make a smart decision, and plan to re-evaluate down the line based on your long-term objectives.

Career (occupation) changing

Changing occupation is an important aspect of career and career management. Over a lifetime, both the individual and the labor market will change; it is to be expected that many people will change occupations during their lives. Data collected by the U.S. Bureau of Labor Statistics through the National Longitudinal Survey of Youth in 1979 showed that individuals between the ages of 18 and 38 will hold more than 10 jobs.

A survey conducted by Right Management suggests the following reasons for career changing.

  • The downsizing or the restructuring of an organization (54%).
  • New challenges or opportunities that arise (30%).
  • Poor or ineffective leadership (25%).
  • Having a poor relationship with a manager(s) (22%).
  • For the improvement of work/life balance (21%).
  • Contributions are not being recognized (21%).
  • For better compensation and benefits (18%),
  • For better alignment with personal and organizational values (17%).
  • Personal strengths and capabilities are not a good fit with an organization (16%).
  • The financial instability of an organization (13%).
  • An organization relocated (12%).

According to an article on Time.com, one out of three people currently employed (as of 2008) spends about an hour per day searching for another position.

Career success

Career success is a term used frequently in academic and popular writing about a career. It refers to the extent and ways in which an individual can be described as successful in his or her working life so far.

Traditionally, career success has often been thought of in terms of earnings and/or status within an occupation or organization. This can be expressed either in absolute terms (e.g. the amount a person earns) or in relative terms (e.g. the amount a person earns compared with their starting salary). Earnings and status are examples of objective criteria of success, where “objective” means that they can be factually verified, and are not purely a matter of opinion.

Many observers argue that careers are less predictable than they once were, due to the fast pace of economic and technological change. This means that career management is more obviously the responsibility of the individual rather than his or her employing organization because a “job for life” is a thing of the past. This has put more emphasis on subjective criteria of career success. These include job satisfaction, career satisfaction, work-life balance, a sense of personal achievement, and attaining work that is consistent with one’s personal values. A person’s assessment of his or her career success is likely to be influenced by social comparisons, such as how well family members, friends, or contemporaries at school or college have done.

The amount and type of career success a person achieves is affected by several forms of career capital. These include social capital (the extent and depth of personal contacts a person can draw upon), human capital (demonstrable abilities, experiences and qualifications), economic capital (money and other material resources which permit access to career-related resources), and cultural capital (having skills, attitudes or general know-how to operate effectively in a particular social context).

Career support

There is a range of different educational, counseling, and human resource management interventions that can support individuals to develop and manage their careers. Career support is commonly offered while people are in education when they are transitioning to the labor market when they are changing career, during periods of unemployment, and during the transition to retirement. Support may be offered by career professionals, other professionals or by non-professionals such as family and friends. Professional career support is sometimes known as “career guidance” as in the OECD definition of career guidance:

The activities may take place on an individual or group basis, and may be face-to-face or at a distance (including helplines and web-based services). They include career information provision (in print, ICT-based and other forms), assessment and self-assessment tools, counselling interviews, career education programmes (to help individuals develop their self-awareness, opportunity awareness, and career management skills), taster programmes (to sample options before choosing them), work search programmes, and transition services.”

However this use of the term “career guidance” can be confusing as the term is also commonly used to describe the activities of career counselors.

Provision of career support

Career support is offered by a range of different mechanisms. Much career support is informal and provided through personal networks or existing relationships such as management. There is a market for private career support, however, the bulk of career support that exists as a professionalized activity is provided by the public sector.

Types of career support

Key types of career support include:

  • Career information describes information that supports career and learning choices. An important sub-set of career information is labor market information (LMI), such as salaries of various professions, the employment rate in various professions, available training programs, and current job openings.
  • Career assessments are tests that come in a variety of forms and rely on both quantitative and qualitative methodologies. Career assessments can help individuals identify and better articulate their unique interests, personality, values, and skills to determine how well they may match with a certain career. Some skills that career assessments could help determine are job-specific skills, transferable skills, and self-management skills. Career assessments can also provide a window of potential opportunities by helping individuals discover the tasks, experience, education, and training that is needed for a career they would want to pursue. Career counselorsexecutive coaches, educational institutions, career development centers, and outplacement companies often administer career assessments to help individuals focus their search on careers that closely match their unique personal profile.
  • Career counseling assesses people’s interests, personality, values, and skills, and helps them to explore career options and research graduate and professional schools. Career counseling provides one-on-one or groups professional assistance in exploration and decision-making tasks related to choosing a major/occupation, transitioning into the world of work or further professional training.
  • Career education describes a process by which individuals come to learn about themselves, their careers and the world of work. There is a strong tradition of career education in schoolshowever, career education can also occur in a wider range of other contexts including further and higher education and the workplace. A commonly used framework for careers education is DOTS which stands for decision learning (D), opportunity awareness (O), transition learning (T), and self-awareness (S). Oftentimes, higher education is thought of as being too narrow or too researched based and lacking a deeper understanding of the material to develop the skills necessary for a certain career.

Some research shows adding one year of schooling beyond high school creates an increase of wages 17.8% per worker. However, additional years of schooling, beyond 9 or 10 years, have little effect on worker’s wages. In summary, better educated, bigger benefits. In 2010, 90% of the U.S. Workforce had a high school diploma, 64% had some college, and 34% had at least a bachelor’s degree.

The common problem that people may encounter when trying to achieve an education for a career is the cost. The career that comes with the education must pay well enough to be able to pay off the schooling. The benefits of schooling can differ greatly depending on the degree (or certification) obtained, the programs the school may offer, and the ranking of the school. Sometimes, colleges provide students more with just education to prepare for careers. It is not uncommon for colleges to provide pathways and support straight into the workforce the students may desire.

Much career support is delivered face-to-face, but an increasing amount of career support is delivered online.