Holland’s theory of career choice, Tā Holland ariā mō te kōwhiringa aramahi

Developed by psychologist John L. Holland, this theory proposes that people and work environments can be classified into 6 basic types.

Holland introduced his theory in the 1950s, with major publications in the 1960s and 1970s. It emerged during a time when vocational work was gaining traction, and there was a growing interest in matching individuals to suitable careers.

Holland’s work was influenced by personality psychology and the idea that career satisfaction stems from the alignment between personal traits and job environments.

Holland’s theory suggests people thrive in jobs that match their personality. He identified 6 personality types (RIASEC):

• Realistic.
• Investigative.
• Artistic.
• Social.
• Enterprising.
• Conventional.

Each type links to specific work environments. When personality and job fit well, people are more likely to feel satisfied and succeed. These types are shown in the hexagon in the following document:

The Interest quiz on Tahatū Career Navigator uses the RIASEC code to help people explore career opportunities.

The Interest quiz

The RIASEC code helps people reflect on their strengths and interests and then explore job roles that align with those traits.

For example, someone with strong social and enterprising traits might be encouraged to consider roles in community leadership, advocacy or social enterprise.

A student who scores highly in artistic and investigative traits might be encouraged to explore careers in graphic design, architecture or scientific illustration.

Holland’s theory remains popular due to its simplicity, practicality and strong research backing. It provides a clear framework for understanding preferences and guiding career decisions.

Some practitioners and researchers have noted that the theory may place greater emphasis on individual personality traits. As a result, it may not fully consider the broader cultural, social or economic influences that can shape career choices.

The theory also assumes a level of stability in personality and preferences. This focus might not reflect everyone’s experiences – particularly during periods of transition or uncertainty.

Holland’s model continues to offer a valuable starting point for career exploration, especially when used alongside other tools and approaches.

Holland’s RIASEC Hexagon: A Paradigm for Life and Work Decisions, by Emily Bullock-Yowell and Robert C. Reardon. Published by Florida State Open Publishing.

Theory of Career Choice: Matching Personalities and Environments, by Margaret M. Nauta. In Career Theories and Models at Work: Ideas for Practice (chapter 25) edited by Nancy Arthur, Roberta Borgen (Neault) and Mary McMahon. Published by CERIC.