Panel Guests!
Jennifer Helten, BCBA
Mallory Stinger, BCBA
Would You Rather: Hiring in ABA
Hiring in the field of Applied Behavior Analysis (ABA) is full of tough decisions. Do you prioritize experience or culture fit? Should you invest in schedulers before adding another BCBA? How do you create a work environment that supports your team while maintaining high-quality client care?
In this episode of 3 Pie Squared - ABA Business Leaders, Jennifer Holton, BCBA of Unique Pathways and Mallory Stinger, BCBA of Mallory Stinger ABA join us for a lively discussion as we play a game of "Would You Rather?"—ABA hiring and practice management edition.
Hiring for Experience vs. Culture Fit
One of the biggest hiring dilemmas ABA practice owners face is whether to prioritize candidates with extensive experience or those who align well with company culture.
- Hiring for experience means bringing in professionals who already have technical knowledge and skills. But what if they don’t align with your company’s values?
- Hiring for culture fit ensures your team remains cohesive, but can skills be trained quickly enough to meet client needs?
Our panelists weigh in on why culture fit might be the better choice and share insights on how they’ve approached this hiring decision in their own practices.
Scheduler vs. Additional BCBA: Which Comes First?
As ABA practices grow, business owners often debate whether to hire more clinical staff or invest in administrative roles.
Many practice owners find that adding a scheduler significantly reduces cancellations, improves client consistency, and streamlines operations. A well-organized scheduler can actually increase billable hours, making the role cost-neutral or even profitable in the long run.
On the other hand, expanding clinical staff allows practices to serve more clients and distribute caseloads more evenly. But without strong scheduling support, adding another BCBA can sometimes create more logistical challenges.
Our panelists discuss their personal experiences with these decisions, providing valuable insights for ABA business owners.
Unlimited PTO vs. Structured PTO Policies
Employee burnout is a major concern in ABA, but how do you balance staff well-being with client care?
- Unlimited PTO sounds great, but studies show that employees actually take less time off when given unlimited leave. Plus, ensuring proper client coverage can become a challenge.
- Structured PTO policies provide more predictability but can sometimes make staff feel restricted.
Jennifer and Mallory share their thoughts on how to create a healthy balance between supporting staff and maintaining high-quality client services.
The Role of Technology and AI in Onboarding
With advances in technology, ABA practices now have access to AI-driven onboarding systems that streamline paperwork, track certifications, and reduce administrative errors. But is technology the best way to handle onboarding, or should practice owners invest more time in hands-on staff training?
Our panelists discuss the pros and cons of onboarding automation, the potential risks of relying too much on AI, and how practices can integrate technology while maintaining a personal touch.
Key Takeaways
- Prioritize culture fit when hiring—skills can be trained, but a poor culture fit can disrupt your team.
- Schedulers can be game-changers, reducing cancellations and making operations more efficient.
- Structured PTO might be more effective than unlimited PTO in maintaining work-life balance while ensuring client coverage.
- Technology can help streamline onboarding, but personal training and oversight are still essential.
What’s your take? Would you rather hire for experience or culture fit? Invest in a scheduler or another BCBA? Let us know in the comments.
Resources for ABA Business Owners
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https://3piesquared.com/productDetails/the_aba_business_start_up_list
