A job can be a real achievement, and still not make much use of what a person knows and can do.
For vocational rehabilitation and employment professionals, that distinction matters. Placement is important, but the quality of the match matters too: whether the work fits a person’s skills, interests, needs and goals, and whether the workplace can support them to contribute.
A better match does not mean finding a “perfect” job. It means taking time to understand the person and the work, then making informed choices together.
Why skills mismatch deserves attention
Statistics Canada’s 2026 analysis of the 2022 Canadian Survey on Disability found that 34% of employed people with disabilities aged 25 to 64 were overqualified for their role. In this study, overqualification means a person’s education level was higher than the level typically associated with their occupation. It is a useful indicator of mismatch, but it does not, on its own, tell us whether a person is satisfied, what skills they use day to day, or what they want from work.
The same study found that 42% of people with disabilities who were not working, about 741,000 people, had work potential under inclusive conditions. This is a population-level estimate, not a judgement about any one person’s capacity or readiness. It models potential participation in a labour market with accessibility, accommodation and no discrimination.
Together, these findings point to two connected challenges: some people are outside employment despite potential to participate in inclusive conditions, while some people who are working may not be using their education and capabilities fully.
The goal, then, is not simply “a job.” It is a thoughtful match that respects the client’s priorities and considers what would make participation sustainable.
Start with the person, not the vacancy
When time is limited, it can be tempting to begin with available openings. But a vacancy should not define a client’s options before their strengths and preferences are understood.
Explore the person’s experience broadly. In addition to formal education and job titles, ask about:
- Tasks they have learned to do well, at work or elsewhere.
- Knowledge, tools or systems they have used.
- Responsibilities they have taken on.
- Strengths they would like to use more often.
- Work environments and conditions that help them do their best.
- What they want their next job to make possible.
Questions can make this conversation practical and client-led: Which parts of your past work felt most engaging? What do people come to you for help with? What would you like to do more, or less, of in your next role?
The client may value a direct route into work, a chance to rebuild confidence, a particular schedule, or a long-term career direction. Those preferences are relevant to matching. The professional’s role is to help explore options and trade-offs, not to decide what the person should want.
That approach aligns with the Vocational Rehabilitation Association of Canada Code of Ethics, which highlights respect for client autonomy, informed choice and collaborative work towards the client’s goals.
Look closely at what the job actually involves
Job titles and advertisements can obscure the work itself. A role labelled “entry-level,” for example, may include planning, customer communication, troubleshooting or record keeping. Conversely, an impressive title may involve tasks that do not fit the person’s interests or circumstances.
Where appropriate, help the client examine the duties behind the title:
- Identify the central tasks. What does the worker need to do regularly? Which responsibilities are essential, and which could be arranged differently?
- Compare tasks with capabilities. Where does the client have relevant knowledge or transferable strengths? Where might training or support be useful?
- Explore the conditions for success. Consider schedule, pace, communication, workspace, technology, transportation and other practical factors the client identifies.
- Discuss possible adjustments. If a barrier is related to how work is organised or accessed, consider whether an accommodation or change in process could help. Do not assume what a client needs; ask.
This shifts the conversation from “Can this person fit this job as advertised?” to “What does this work require, what can this person contribute, and what conditions support a good fit?”
Keep the client in control of decisions and disclosure
A client may want to discuss accommodations with an employer, but decisions about what to disclose, when and to whom should be made with the client, not for them. Offer clear information about available options and possible considerations, then respect their choice.
The 2025 Statistics Canada study on perceptions of labour market discrimination among people with disabilities adds important context. In 2022, 37% of people with disabilities aged 25 to 64 said they considered themselves disadvantaged in employment because of their condition. The study also found that reports of discrimination varied across groups and circumstances.
These findings do not predict how any particular employer will respond. They do remind us that a client’s concerns about bias or disclosure may reflect real experiences and deserve to be heard without judgement.
Treat placement as the start of learning, not the finish line
A match that seems promising before a start date may look different once the person is doing the work. Expectations may be unclear, tasks may shift, or a workplace process may create an unexpected barrier. A timely check-in can help identify what is working and what needs attention.
With the client’s agreement, follow up with questions such as:
- Are you getting to use the skills you hoped to use?
- Do the actual duties match what you understood during the hiring process?
- Is anything making it harder to contribute?
- Would you like support to raise a question, explore an adjustment or consider a different next step?
Follow-up should be collaborative, not a test of whether the client has succeeded. The purpose is to make room for honest reflection and respond to concerns early. Sometimes the next step is an adjustment; sometimes it is a conversation about development or a different role. Either way, the client’s goals remain central.
A practical reflection for employment professionals
Before recommending a vacancy, pause and ask:
“If this person succeeds in this role, will the work make meaningful use of strengths and skills they want to bring?”
Then ask the client what a worthwhile match would mean to them. Their answer may include skill use, learning, income, flexibility, stability, belonging or a step towards another goal. There is no single definition of a good job that fits everyone.
If it would be useful to revisit your own career choices and what makes work meaningful, Vocational Quest has also explored the question “Are you in the right profession?”.
Better matching is built through curiosity and conversation
Supporting better employment matches takes more than finding an opening. It asks professionals to recognise the person’s capabilities, examine the real demands of work, consider accessibility and respect the client’s choices throughout the process.
Statistics Canada’s findings make clear why this matters: overqualification affects many employed people with disabilities, and many people outside work have potential to participate under inclusive conditions. Neither statistic tells us what any individual should do. Each is a reason to ask better questions and to keep the person’s own definition of a meaningful match in view.
For professionals looking for space to reflect on their practice and career growth, The Quest by Vocational Quest Inc. is a coaching and reflection community: a space, not just a course. Membership is $99 CAD per month (join here), with private coaching sessions for members available at $100 CAD per 50 minutes. It is not psychotherapy or clinical counselling. It is a place for conversation, reflection and support: you do not have to navigate growth alone.
Reflective takeaway: What could change in your next matching conversation if you explored what the client wants their skills to make possible, not only which vacancies are available?