*Recommended Reading:

Ready for the Interview

The Other Side of the Interview

The interview process is a time where both the Interviewer and Interviewee assess each other to determine Goodness-of-Fit, and make a decision about partnership. Sound odd? It shouldn't. As an employee/contractor of a company, family, or organization, you are partnering up with the vision, goals, and plans of the organization when you agree to work there. Even if just for a brief contract where you offer your expertise, you are leaving a stamp on that company for years to come.

I've posted before about the interview process from the perspective of a parent hiring ABA professionals, or an ABA professional landing a great job. But what about the perspective of the interviewer? If you own an ABA company/employ direct staff, or hold a Director/Executive position, then you likely will have the responsibility to recruit, hire, and possibly train staff. Are you up to it? Based on my own experiences in this field....no. You're likely not :-).

I have had some just dreadful interviews for ABA positions. Totally terrible. Regardless of company size, if the company CEO was clinical or non-clinical, or whether I was interviewing as a contractor or an employee, I have observed that many people wearing the hat of "interviewer", should probably give that hat to someone else. A bad job interview is like a bad appetizer at a restaurant, in that it definitely doesn't leave you wanting more.

If you are finding that it's difficult to fill positions, or that applicants are turning down job offers from you regularly, there is definitely a reason for that. You may be thinking it's the pay rate, or the area, or just super hard to recruit in-demand ABA professionals, but might I suggest it's your interviewing skills?? If I am not impressed or intrigued during a 1st interview, I definitely won't return for a 2nd. Guaranteed.

So, let's look at what does work---->

When interviewers get it right (I mean, really right), they leave the interviewee excited about the opportunity to partner up with them. If either the interviewer or the interviewee feel resigned, so-so, or apathetic about the possibility of working together, that's a pretty good sign that something about the interview process was lacking.

To get the interview process right, and succeed at the goal of recruiting and hiring the BEST (which should always be your goal) 

Here's to attracting & hiring the BEST!

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Tameika Meadows, BCBA, Blog Author

*Recommended Posts:

The Interview: The Other Side

Selecting an ABA Employer

I often receive emails from people about to interview for their first ABA position and feeling simultaneously excited and terrified, wanting to know what should they expect from the process. Many of these people are new grads, fresh out of an ABA certification program or degree program and ready to dive into ABA as a career. Hopefully if you are in a similar position, this information is helpful to you. This post is all about preparing for your first ABA job interview.

First of all it’s important to understand that an interview is not just about selling yourself. It should be a mutually beneficial meeting. In other words, you should be interviewing them too! From the first point of contact with the agency/center/ company, to hearing those words “We’d like to offer you the position”, you should be watching, listening, and paying attention to see if this is a place you want to work for:

Do you really want to pour your talent, time, and energy into the company?? Is it a fit for your interests, personality, and values? How do staff interact with each other? With the boss? Do people seem friendly and down to earth, or super busy and stressed out? How formal do social interactions seem? Are things messy and chaotic at the office/center, or organized and neat? If clients are present, how does staff interact with them? Is the interview a back and forth conversation or does the interviewer just shoot rapid-fire questions at you? Are you kept waiting even though you arrived on time or early? Is the interview date and time changed multiple times, with no advance warning?

Nowadays thanks to technology and especially if you apply for positions outside of your state or country, the interview process may occur over the phone, via Skype, and/or in person. You may be involved in a group interview (now that’s a fun process……this is sarcasm), or the more traditional 1:1 interview. You may be interviewed in stages, starting with non -clinical staff and working up to the company owner. You may be interviewed by multiple people at once, who all have questions for you. The interview can be casual or very formal, and can occur at the office, or in a public setting (like at a restaurant). While the norm may be sitting and answering questions, some companies may want you to role play or demonstrate skills, get down on the floor and interact with some actual clients (in your lovely business suit…..that’s fun. Again: this is sarcasm), or even review sample data or documents and then discuss.

Many people ask me what they should take to an ABA interview, or how they should prepare. See below for how to prepare, but as far as what to take with you I suggest:

·         Resume, cover letter, and references (only list people who can provide a STRONG recommendation), and some companies may request a salary history

·         Work samples are always impressive (remove any identifying information). If you don’t have any, bring relevant school assignments or projects

·         Bring energy, personality, and lots of questions! Don’t be that person who comes across as introverted, shy, or boring. That won’t impress the interviewer.

So now that you know what to expect and what to bring, how can you prepare for the interview process? By having an idea of what questions will be asked of you, and preparing in advance your own questions to ask. As someone who has conducted interviews of direct staff, I can tell you it doesn’t look good if the person doesn’t have any questions for me. Or, if they can’t answer/get flustered by my questions of them.

Below is my own list of some standard questions to expect, and some great questions to ask. I hope these tips help land you your dream job!


*Questions to expect

What made you want to apply for this position/why do you want to work here?
So tell us about yourself.
What is your availability? Can you work weekends?

Are you currently in school? If so what is your school schedule?
How many years of ABA experience do you have?
General disclaimer statement, such as “In this job, you may work with aggressive or challenging clients who kick, hit, scratch, bite, etc. Are you comfortable with this?”
Have you worked with aggressive clients before?
Do you have an age preference (older clients? Younger clients?)
How do you handle working with resistant or uninvolved parents or teachers?
What was your most recent salary rate/What are your salary demands?
Are you more of a leader or a follower? Why?

What type of work setting/environment do you thrive in?
What do you enjoy most about working with (insert the type of client the company serves)?
Describe your expertise with skill acquisition/behavior reduction/parent training, etc.
What is your experience with data collection?
Specific behavioral questions/terms, such as “Can you explain the difference between positive and negative reinforcement?”
What are your best assets/strengths? Name your weaknesses.

What are your career goals in this field?
A “story telling” question, such as “Tell me about a time where you had difficulty helping a client? How did you overcome it?”
If not certified: “Do you plan to pursue certification? Why or why not?
If you are certified: “Why did you choose to pursue certification?”
What do you know about our company? Have you viewed our company website?
So what questions do you have for me?

*Questions to ask:

What critical character traits or values do you look for when hiring staff?
Can you tell me about the types of clients I will likely work with (ages, diagnoses, behaviors, etc.)? What is the minimum caseload? What is the maximum caseload?
Who is responsible for purchasing/providing the materials or reinforcers I will use with clients?
Does the company have an illness policy/ session cancellation policy/ parent involvement policy? If not, then how are these issues handled?

Is there an employee dress code?
How are issues of conflict between direct staff and supervisors handled?
Is physical management training provided, and how often is it re-given? Does it include de-escalation strategies? If it is not provided, can I be reimbursed for pursuing my own training?
What is the pay rate for this position? How do pay raises work/when would I become eligible for possible pay raises or incentives/bonuses?
What typical commute can I expect each day? (15 miles, 25 miles, etc.) Is mileage reimbursement offered? Can I expect to be matched with clients that are reasonably close to my home?
What is the full benefits package (insurance, supplies/materials, tuition assistance, opportunities to attend conferences, etc.)? Do I need to work a minimum amount of hours each week to maintain these benefits?

Is there a written job description  I can review? 
What is the data collection and storage method? Binders, electronic, etc.
How are new hires trained (length of training, who conducts the training, topics covered, etc.)? Please describe the initial training as well as ongoing training I can expect to receive. Will I be paid during initial training?

How many candidates are you considering for this position?

Are employees required to sign a no compete or a minimum length of employment contract?
How will my unique skills and interests be used to match me to ideal clients?
How are difficult or problem families handled? What is the process for requesting to come off a case?
Will my direct supervisor be a BCBA?
What paperwork/documentation is necessary for submitting timesheets/billing? Is this paperwork due weekly or bi-weekly?

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Tameika Meadows, BCBA, Blog Author

After my post about How to Interview ABA Therapists, I started receiving questions from ABA professionals about what they should be asking during a job interview for an ABA position.

The interview process is a time to discuss details of the position, pay and benefits, expectations, qualifications and background, etc. ABA professionals are responsible for evaluating the expectations of the position and determining if they can meet them. This post  may be more or less applicable to your situation, depending on your ABA work setting (school- based, home -based, etc.).

Firstly, if you didn't already know please be aware that direct staff (staff who require a supervisor to perform their role) cannot work as independent contractors according to the governmental definition of a "contractor". If you are an ABA therapist working directly for a family, I am speaking to you.

Also for best practices, and especially if you are a RBT, you really SHOULD be working under a BCBA or BCaBA (who is under a BCBA). For clinical supervision and case oversight the best case scenario is the tiered service delivery model where there is a supervisor overseeing the work of the direct staff.
Yes, there are employers who try to shirk or entirely skip over this model but I don't recommend it. You will find yourself in a position you aren't quite qualified for, with little to no support or training.


Without consulting an attorney to write this post for me, I will summarize greatly and explain the difference between an ABA Contractor & an ABA Employee:

Basically, as a contractor you work for you. You can work independently or choose to contract with companies, which just as it sounds will require you sign an employment contract.
*Tip: Read over that contract suuuuper carefully. I have turned down many a position based on horribly written contracts that the company refused to modify. As a contractor you do have autonomy to set your schedule/hours, are responsible for your own materials, supplies, taxes, etc. Your income is not taxed and you are not entitled to any benefits.

For an employee position, it's basically the opposite of everything I just said about contractors. Some companies will just require you sign an offer letter, but other companies still require employment contracts even of employees. Your income is taxed, you are eligible for company benefits (depending on what is offered), etc.

I hear from many people in the field who want to know how to "break out on their own" and start working independently, as a contractor. There is no quickie answer to this, it varies depending on the laws/licensure where you reside, your ideal work setting, your familiarity with business ownership, etc. Contracting is not for the faint of heart, and I don't recommend you jump right into it the second you gain BCBA certification. Give yourself some time to learn and develop your skillset before considering working independently.

There are pros and cons to being an employee or being a contractor; it just depends on what works for you. Some therapists prefer working for themselves, and others like the advantages of being within a company.....even the "Big Box" ABA companies, which I personally tend to avoid.

The interview/hiring process can look very different depending on if you are an employee or an contractor. Also, the larger the company typically the more steps that are added to the interview process.

Below are some general hiring/interview tips for both employees and contractors. Keep in mind that some information won't be applicable to you, depending on your work setting:

Contracting

• Ask to review the employment contract. Keep in mind that everything is negotiable, and if you are told it is NOT negotiable: that's a problem.
• Explain upfront if you have other clients, especially if in the same area. Many companies may ask you to sign a non-compete clause which will severely impact your ability to hold other contracts.
• Ask about client materials and supplies. Even for contractors some companies will still provide you with materials, while others will not.
• Don't drive all over the place for free. While contractors are usually not eligible for company benefits (like mileage), you can demand a higher pay rate for excessive travel/drive time.
• Be sure you understand what the non-solicitation clause includes. If you leave a company due to dissatisfaction, you may be unable to work with any staff or clients of that company for years to come.
• Since you are not eligible for overtime, be very clear on how many hours per week you will be working (including admin hours, which typically are unpaid).
• Is remote/telehealth work a possibility?
• How often do you get paid? Monthly, weekly, bi-weekly? Don't be surprised if your contract states monthly payments, this isn't unusual for contractors.
• Who maintains your professional liability insurance, you or the company?
• How long will credentialing take? Be prepared that depending on the funder this can take MONTHS....are you expected to just sit around until then?
• Who is your go-to person? You likely will not have a direct supervisor, so who do you contact with questions or concerns? If it's the owner, how available is this person?
• Since contractors are often hourly and not salaried, be sure to discuss what happens if your hours unexpectedly dip or change, such as if you lose half your caseload. Trust me, it happens.

Employees

• You likely will need to adhere to company policies and procedures, which can be numerous and comprehensive. Ask questions about any policies you don't understand and be assertive about any procedures you disagree with.
• Are you PT or FT? If FT, what happens to your benefits if your hours fluctuate or dip unexpectedly? 
• Is the position hourly or salaried? If salaried, ask about billable hour requirements.
• Is admin time paid? How many hours per week are alotted for it? Is there a clinic/work site where you can complete admin tasks? 
• Are you able to decline/turn down cases? If so, what is that process? How quickly will those hours be replaced? 
• Who is your direct supervisor and how often can you meet face to face with this person?
• Are company trainings paid time? If no, then is your attendance optional?
• If you require supervision to earn a credential or certification, will you be charged for this (some companies will lower your pay rate while you are being supervised)? Do you have to stay with the company a minimum length of time post-certification? 
• How do promotions and bonuses work, and how often can they occur?

More great interview questions to ask:

1. When the interviewer says "So what questions do you have for me?" ALWAYS have questions ready. It makes you appear uncaring or disinterested when you don't.
2. Don't leave the interview not knowing what the pay rate is. If you are a contractor, they typically will ask what you charge. If you are an employee, you typically will be told a pay rate. If you feel the rate is low based on your education and experience, say so! You may not be able to negotiate, but a quality interviewer will explain the reason for the low pay rate (not just say "Well, that's what we pay").
3. Ask about company culture and how staff are made to feel valued/appreciated. Ask for specific examples, don't accept a vague response.
4. Avoid obvious questions that are answered on the company website or were in the job posting. It looks really unprofessional if you ask about something that was clearly explained in the job description/job ad.
5. Always ask how soon you would start working. You would be surprised how many employers start interviewing for positions that aren't even open yet/companies that aren't open yet. If the job won't be available for 6 months, that's something you want to know upfront.
6. Don't leave the interview with no idea of what the next step will be. Always inquire about this, because you would be surprised how many employers skip this step. You should know when to expect to hear from someone, and how quickly they are looking to make a decision.
7. Always ask when you can speak to a clinical staff person. Nowadays the 1st phase of the interview may be with a recruiter or administrative staff, and they really will not be able to answer your most critical questions. 
8. Ask about typical caseload/ how many clients you will manage at once.
9. Ask to see company handbook, policies, guidelines, parent policies, etc. If they don't have any, REALLY bad sign.
10. If the position was recently opened, ask why the last person didn't work out. Pay close attention to the response :-)
11. Ask about staff suggestions or input, and how receptive the company is to feedback. No one likes a job that completely lacks autonomy, and could be done by a robot. We all like to feel like we are contributing to the company in some way.

**Super Helpful Resources:

- For the contractors, this audio post about what to expect when you dive into those consultation waters is basically a collection of tips I wish someone had shared with me before I started contracting. I truly hope it's helpful!

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Tameika Meadows, BCBA, Blog Author