Here are 12 things to look out for when crafting your advertisement for hiring BCBAs. In a market with more jobs than BCBAs available, you will need to stand out from your competition. Apply these tips to your next job post!
1. Job Titles:
Use clear and concise job titles that identify the role you are advertising but also attract the eye of scrolling talent. Remember BCBAs are in high demand so you are seeking their attention during the recruiting process. Always stand out more than your competitors for the best shot at the limited talent. Make sure that your title highlights the benefit so it’s an attractive grab for attention. Here are some ideas for attractive job titles for BCBA roles:
2. Job Summary
Your job summary for your BCBA position should highlight WHY someone would want to come to work for your company. It is the next step after they find your title attractive. Write a brief and compelling on summary that highlights the key aspect of the role. Mention the organization’s mission, the BCBA’s responsibilities, and the uniqueness of the position being offered. Here is an example
3. Detailed Job Description
Provide a comprehensive job description that outlines the BCBA's responsibilities, qualifications, and expectations. Be specific about the scope of work, populations served, and any specialized areas of focus. This helps candidates understand if they are a good fit for the role.
4. Required Qualifications
Clearly state the required qualifications and credentials, such as being a Board Certified Behavior Analyst (BCBA) or holding a master's degree in applied behavior analysis or a related field. Mention any additional certifications or licenses that are necessary for the role. If you want a specific level of experience, please detail this. Most job ad platforms give you the ability to add certain questions to make sure you use that function to your advantage to help with candidate selection. For example, if a candidate did not answer one of your questions then they may not have read your job ad and that may be an indicator to weed them out early.
5. Desired Qualifications
Include any preferred qualifications or additional skills that would be beneficial but are not mandatory. This can help attract candidates who possess specialized expertise or experience. This gives you the opportunity to see who might be standouts when they come in your job ad because desired skills might not be a deal breaker but if they have it over another candidate it might be good for your hiring decision.
6. Organization Information
You are the best company because you know you deliver the best clinical quality! That’s the mentality. So, show it to your potential employees. Share with them why this organization is their top choice if they are the right candidate. Advertising to your ideal candidate means painting a picture they can compare themselves to and see if they would fit in! Provide an overview of your organization, including its mission, values, and any notable achievements. This gives candidates a sense of your company's culture and purpose.
7. Benefits & Perks
Same as above, you show people what is best about your company! If you offer benefits it is something that could set you apart from your competitors and highlight your job offer.
Highlight the benefits and perks associated with the role, such as competitive compensation, health insurance, professional development opportunities, flexible work arrangements, or any unique incentives. This can help attract top-tier candidates.
8. Location and work schedule:
With many options to work remotely and do teletherapy, you want to highlight the work schedule. There is nothing more frustrating than miscommunication of work schedules at the start of the recruitment process.
Clearly specify the location of the job and the expected work schedule, including any flexibility or remote work options. This helps candidates assess the feasibility of commuting or relocating if necessary.
9. Application Instructions
Having a robust well-built recruiting process explained in your application will help you attract good talent. Since there is not enough supply of BCBAs, recruiters need to come up with a well-organized recruiting process that will be intuitive for the BCBAs.
Clearly state the application process, including how candidates should submit their resumes, cover letters, and any other required documents. Provide direct contact for inquiries or questions.
10. Avoid Bias
This is an important topic, especially in states that have strict regulations around hiring employees. Make sure you talk with an HR person familiar with State Laws so they can ensure you are in compliance. Keep it conservative in this area.
Ensure that the job ad is inclusive and free from any discriminatory language. Focus on the skills, qualifications, and experience necessary for the role rather than personal characteristics.
11. SEO optimization
Optimize the job ad with relevant keywords to improve its visibility in search results. Use terms like "BCBA," "behavior analyst," and related phrases to attract the right candidates.
12. Proofread and edit
Thoroughly proofread the job ad to eliminate any grammatical errors or typos. A well-written and error-free ad projects professionalism and attention to detail.
In conclusion, know that you are trying to hire a Behavior Analyst in a market that has fewer of them than there are jobs so they will be picky and can be based on basic economic supply/demand methodology. Your job as a recruiter is to stand out to them and make sure that the candidates that fit your profile will apply to your job ad.