Blog

The Right Person for the Job vs. The Right Job for the Person: What’s the Difference?

By David Kidd, BPR

At first glance, the phrases “the right person for the job” and “the right job for the person” might seem interchangeable. Both suggest a good match between a person and a role. But dig a little deeper, and you’ll find that they reflect two different perspective……. each shaping how we approach hiring, career planning and personal growth.

The Right Person for the Job

This phrase is employer-centric. It emphasizes the needs of the role—the skills, qualifications, experience and temperament required to perform well in a specific job. When organizations say they’re looking for the right person for the job, they’re typically focused on finding someone who can fit into an existing structure and start producing results quickly.

This approach is often used in recruitment processes where the job is clearly defined and non-negotiable. It’s about plugging the right person into a pre-existing role…. like finding the perfect puzzle piece.

The Right Job for the Person

This phrase flips the perspective—it’s person-centric. Instead of asking, “Who can fill this role?” it asks, “What role best fits this person’s strengths, interests, and aspirations?” It’s more common in coaching, career development, or organizations with flexible structures that aim to shape roles around people.

This approach recognizes that people are not just a list of qualifications but complex individuals with potential that may not align with traditional job descriptions. It’s about creating space for growth and engagement, not just performance.

So, What’s the Difference?

The key difference lies in where the focus begins:

• The right person for the job starts with the job and finds a person to match.
• The right job for the person starts with the person and seeks or creates a job that suits them.

Why It Matters

Understanding the difference can reshape how we think about work. Organizations that focus solely on finding the right person for the job may miss out on hidden talent that doesn’t fit the mold. Individuals who only search for jobs that match their current skills may limit their growth.

Ideally, the best outcomes happen when both perspectives are considered: the person grows into a role that also evolves to fit them.

The world of audio is changing rapidly. Job descriptions shift and career paths are no longer linear. Therefore, it might be time to ask not just who fits the job, but how jobs can be shaped to fit people.

Just a thought.