Sounds like the career path of an animator or doodle artist, doesn’t it? However, a ‘squiggly career’ actually refers to an individual who follows a non-linear career path, i.e. involving frequent changes of employer, and/or detours across various sectors, rather than a straight climb up a specific industry’s promotional ladder.
Some people might move sideways to gain new skills, they may take a step down to change industries, or they could circle back to a previous role at a higher level. Squiggly careers tend to be learning focused, with an emphasis on seeking out opportunities for personal and career development, rather than traditional measures of success like pay and status. The people that flourish in squiggly careers are self-driven; rather than following a set company career path, squiggly careerists take charge of crafting their own professional journeys, prioritising flexibility and a good work-life balance.
It's a modern term for a modern phenomenon. More so since the pandemic, careers today are much more dynamic than in the past.
There are advantages and disadvantages to a squiggly career. Exposure to different roles, industries and organisations can provide a person with a uniquely broad perspective, and they can bring fresh ideas and hold a better propensity for problem solving. In addition, frequent changes mean squiggly careerists adapt quickly to new workplaces and any associated challenges. It’s also likely that these individuals will have a large professional network and more contact across various fields, stemming from their frequent job changes.
However, because people with squiggly careers change roles more than the average person, they could be viewed as a flight risk by potential employers. Furthermore, whilst they might have a varied skillset from time in different sectors and industries, it could also mean their expertise is limited and not as in depth as others who have spent years working in a specific area. Some people might enjoy the possibilities and opportunities that arise from a flexible career, others might be put off by the lack of a clear upward progression towards managerial and senior leadership roles.
It's all a matter of perspective. Some people love new starts and feel trapped at the thought of being stuck in a ‘dead-end job’, whilst others dread the thought of enduring another first day…of meeting new colleagues and adapting to the culture of a different workplace. The value all depends on the individual's goals.
It’s difficult to nail down what is an ‘acceptable’ length of time one should stay in a job, as it depends on who you ask. Older generations are more likely to see staying at a company long-term as the best career decision, perceiving frequent job changes as risky and detrimental to career stability. In previous decades, changing companies too often was frowned upon, showing that the individual lacked loyalty to their employer. This attitude is mirrored in this American study, which shows that 40% of ‘Baby Boomers’ stayed with their employer for more than 20 years.
In contrast, recent university graduates are entering the workforce with very different tenure expectations, shaped by the more dynamic, short-term career norms of the modern labour market and flexible working arrangements that became normal during the pandemic. A portion of Gen X, most millennials, and all of Gen Z, for example, will more likely be comfortable changing roles as frequently as every 1-2 years. They see job-hopping as necessary to drive higher salaries, gain diverse skills and avoid stagnation. The concept of loyalty to any single employer is largely outdated to Gen Z. One year is seen as plenty of time to gain what they need from a role before moving on. Their sense of duty is to their own career advancement, not company stability.
Given that squiggly careers will likely prove even more popular as time marches on, recruiters will need to know how best to engage with these candidates. One way to do this is to develop skills-based criteria, rather than gauging a person’s ability to do a job by their linear experience. Behavioural interviews, work samples, texts and references can provide insight beyond a neat career timeline.
To serve Gen Z, millennials and Gen X, recruiters should see career moves as adding richness to a person’s history, rather than signs of instability. Be open to gaps and deviations; don’t penalise candidates for time spent on parental leave or long-term travel experiences, for example—focus instead on the transferable skills likely gained during that time. Recognise that career breaks can absolutely provide renewal, self-discovery and broader perspectives. Evaluate squiggly career candidates based on the diversity of the valuable skills and experiences they can bring rather than imposing rigid expectations of what a traditional career path should look like.
The future of work is undeniably more fluid and dynamic. As rigid career ladders disappear and workers increasingly forge their own squiggly paths, companies must evolve their talent strategies. Organisations that can view careers through a new, flexible lens will be best positioned to attract and leverage the full potential of squiggly careerists. Rather than force-fitting talent into outdated templates, smart recruiters will smooth out the kinks in their own approaches.
By meeting candidates where they are, not where tradition says they should be, forward-thinking recruiters can reap the enormous benefits these adaptive, vibrant ‘squigglers’ bring to the table.
Does your recruitment website appeal to squiggly careerists? As specialists in recruitment website design, we can give you a no-obligation review of your website. Just call 01302 288591 for more information.
