The Reality Is - You're Not Interviewing Them, They're Interviewing You

Almost every day I hear the same thing from my clients – my company would be serving two, three, five times as many clients if only I had more RBTs and BCBAs.  The mantra is the same but the way companies handle the situation varies.

The reality is you need them more than they need you.  We all know that there are not enough RBTs and BCBAs to go around, so you need to change from your pre-Covid process to be successful when it comes to recruiting and retaining talent.

If you’re struggling and underdelivering authorized hours or have a waitlist due to staffing issues, these tips are for you.

1. Long gone are the days of only hiring certified RBTs. You must be willing to hire green and train well. And that doesn’t mean telling applicants or new hires to go take a 40-hour online course and come back when they’re done. When I was the COO at Autism Spectrum Therapies back in 2018, we were the original pilot program for the 40-hour virtual training and I can tell you, it was never meant to be delivered the way many companies are doing it today. It was meant to be a part of a much bigger training process. It was designed to be delivered in 5 – 10 hour modules after which the trainees would be face-to-face with a BCBA doing role playing, shadowing and learning from a seasoned analyst. I can tell you with 100% certainty that I would not still be in the industry if I was trained the way many techs are today.
2. Your job applicants should be a top priority. When someone applies to your job ad, text them, call them, interview them and hire them on the same day. These folks have many opportunities available to them and if you make the process lengthy, you will lose them.
3. If you are still conducting scripted interviews with techs- “what are your career goals”, “why do you think you would be a good fit for this position”, “tell me about a challenging situation and how you handled it…” throw those questions away – today! Boring, boring, boring. You need to sell them on why they should choose your job opportunity over the others and there are typically many others.
4. Train your BCBAs to be effective leaders, not just clinicians. Too many companies overlook this critical component. BCBAs with strong clinical skills but poor leadership abilities create toxic environments that drive RBTs away. Invest in leadership training, mentorship programs, and regular feedback sessions to help your BCBAs develop the skills to build and maintain cohesive teams.
5. Streamline your onboarding process. Many companies lose new hires during those critical first few weeks because of disorganized, overwhelming onboarding experiences. Create a structured, supportive onboarding journey that gradually introduces new team members to your systems, procedures, and company culture. Assign mentors and check in regularly to address concerns before they become reasons to leave.
6. Build a culture worth staying for. Your company culture is your greatest recruiting and retention tool. Celebrate wins together, provide meaningful recognition, and create opportunities for team bonding. Remember that your staff members spend most of their waking hours at work – make it a place they want to be. And be sure to share during the interview what you’re proud of about your culture and team so your new hires are excited to join you in fulfilling your company’s mission.

The providers who thrive will be those who recognize this new reality and adapt accordingly. Stop lamenting the lack of available staff and start revolutionizing how you attract, develop, and retain the talent you need to serve your clients effectively.

Ready to transform your approach to staffing? Let’s talk. My team and I have helped dozens of ABA providers like you implement these strategies with amazing results.

Warm regards,
Kim Finger, Ph.D.
CEO