In our last article, “5 Things an Employer Looks for in a BCBA“, we wrote about different attributes that will help a BCBA land a job in the ABA industry. This month we’ll be taking a look from the BCBA’s perspective on what qualities they prioritize in a potential employer. It is important to understand some of the most appealing features that BCBAs look for in a workplace in order to attract and retain BCBAs. By having an understanding of these five components, your company will more easily gain and retain clients, grow and scale your team, and reduce employee turnover.
- Manageable Caseload
One of the first questions that every BCBA will ask during the interview process is what their expected caseload will be. The BACB Professional and Ethical Compliance Code has a vague description of supervisory volume that states “Behavior analysts take on only a volume of supervisory activity that is commensurate with their ability to be effective.”[1] With this is mind, you must allow time for the BCBA to provide non-supervisory tasks along with parent education and direct supervision of behavior technicians. The caseload that your BCBA can effectively manage will be partially determined by their years of experience. Newer BCBAs should start with smaller caseloads and gradually increase responsibilities as their experience grows. Furthermore, it is important keep BCBA burnout in mind when exceeding the max recommendation, as this can contribute to attrition and added costs to your company. It is important during the interview process to be transparent with candidates on how the caseload will be determined and how fluctuations in caseload will be managed.
Another question that BCBAs will have during their interviews will be how the existing caseload will be transferred to them once they’re hired. Will the BCBA get a say in how those clients are transferred or will they be left out of the process? Ensuring a manageable caseload for your BCBAs will allow you to help more clients and build your business. Providing a manageable caseload it is one of the key factors to consider in attracting and retaining BCBAs.
- ABA Philosophy and Values
Oftentimes BCBAs are hired into a company that adheres to a particular ABA philosophy or methodology. The BCBA may already be trained in that methodology or your team may want to add someone with a different approach to help diversify your programs. Your ABA philosophy and rigidity to that philosophy will be a factor that BCBAs will be looking at when reviewing your company. Does your company utilize NET, DTT, ACT, Precision teaching or a combination of those methods? How does your company adhere to utilizing one of those methodologies? Will your company allow a BCBA to utilize a methodology that is different than your current ones? If not, will you provide training to allow your BCBA to become familiar with the company standards?
Furthermore, the values that a company holds will be present through the process by which treatment hours are recommended, the interactions between clients and employees, and the interactions between staff members. The ABA philosophy and values of your company will be something that the BCBA will want to align with their own values.
- Effective Systems
Providing effective tools for your BCBA to utilize is critical to the success of your BCBA and your company. Because collecting data is essential to the job, it is important for your company to have tools that make it easy to enter the client’s data. BCBAs will want to know which tools you are using to document your clients progress, and what the capabilities of those tools are in order to provide effective treatment plans to their clients.
Are you using a tool or system that the BCBA is unfamiliar with? If so, what type of training will be involved to get your BCBAs acclimated to the new system?
Secondly, how easy is it for BCBAs to gather data out of the system? BCBAs will need to analyze data while out at their client’s homes or communities if providing in-home treatments. Will these systems have the capability of being loaded on a mobile device such as a tablet, or will a laptop be needed? Does your company collect data on paper? Is the chosen system of data collection efficient or does it often encounter technical issues that are inhibiting the collection of accurate data? Consider the advantages and disadvantages of the data collection system chosen. This can have a big impact on employee satisfaction as it does constitute a large portion of their time as a clinician.
By choosing effective systems, streamlining those systems, and providing adequate training, your company can grow and retain quality BCBAs.
- Career Growth Opportunities
Most BCBAs by their nature are curious and have a desire to learn and grow. As such, BCBAs will be looking for a company that has a growth plan available to them and promotes their learning. It is imperative to think of how you will facilitate the career growth of your BCBAs. Will they have the ability to move into a lead position or director level role? If your company is on the smaller side, what type of autonomy will be given to your BCBA to give them the freedom to exercise their creative muscles?
BCBAs need to take CEUs in order to retain their certification. Will your company help sponsor them in these efforts by paying for CEUs, allowing for time to take those CEUs, or both? Creating a plan on helping your BCBAs with their CEUs will be a distinguishing factor when BCBAs are deciding where to work. This is an opportunity for your company to stand out from other clinics and gain talented BCBAs.
- Compensation
Last but definitely not least, BCBAs will be looking at what type of compensation your company provides. Compensation takes the final spot because the factors above will be taken into account when the BCBA is considering the compensation package offered. BCBAs typically look for a fair salary that allows them to achieve their life goals outside of work. If your compensation is below market value, then it will be very difficult to attract qualified BCBAs. Furthermore, if your company does hire a BCBA at a low salary, odds are that the BCBA won’t stay long. Other factors to consider in regards to compensation are bonus structures, PTO, benefit costs, and the flexibility to work from home as needed. Having a fair compensation package will be a major factor that BCBAs will be looking for when considering your company.
These are the top five factors that BCBAs look for in a company. By taking heed of these factors, your company will attract new BCBAs, retain current employees, and have a stronger impact on your community.
If you’re looking for a company that can help you attract new BCBAs to your team, visit our website at saridian.com or reach out to us at [email protected]. We have over 14 years of recruiting experience and building ABA programs and we are ready to help your company with its staffing needs.
[1] https://www.bacb.com/wp-content/uploads/2020/05/BACB-Compliance-Code-english_190318.pdf