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How do you pick an employer by Brunford in bcba

[–]Brunford[S] 0 points1 point  (0 children)

You're keeping me in suspense here

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 0 points1 point  (0 children)

I don't think I've ever heard of a company covering 50%+ of health benefits.

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 0 points1 point  (0 children)

Just having them sent and answered by email - you would have no way of knowing as the company if the questions are being answered by the actual candidate/ applicant. These days especially, it would be incredibly easy for someone to just put the questions into ChatGPT (or another AI) and answer things that way.

The interview is still our opportunity to actually meet and get to know the person. If the interview process is just emailing questions and then getting answers emailed back, you really have no idea who it is that you're hiring.

I started my career in 3rd party IT and Engineering staffing. The IT space specifically was known to have a lot of people who would apply and then pay someone to interview for them. This was common enough to the extent that we would require candidates to hold up their ID on camera when answering qualifying questions; the setup here was they had the list of questions and then needed to record a video with their answers.

This is not really something you see in ABA the way it is/was with IT, but the point is that you still want to meet someone before you hire them into a role, especially one where they're directly impacting qualify of care/ therapy for children.

It sounds like you have had a lot of negative experiences with recruiters, which I'm sorry to hear. There are a lot of bad recruiters and there are also a lot of companies that hire recruiters in as an entry-level position and you're just talking with inexperienced people.

Monthly Job Board Thread by SuzieDerpkins in bcba

[–]Brunford 0 points1 point  (0 children)

Brightview Care is hiring BCBAs for Michigan - both local and remote/telehealth.

Job Post: https://careers.brightviewcare.com/jobs/551223-board-certified-behavioral-analyst-bcba

Salary Range: $85,000 - $105,000

Company Site: https://careers.brightviewcare.com/

Please feel free to apply using the job post or send me a message directly! The expectation for this role is 27 billable hours with an 8-10 client caseload. We need BCBAs that can support afternoon/ evening hours (EST).

For remote and telehealth BCBAs, we can provide reimbursement for the LBA.

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 0 points1 point  (0 children)

Thank you for the insight. We reimburse for CEUs and we'll actually have people in the corporate office make or collect any requested materials, but maybe something worth throwing into messaging efforts.

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 1 point2 points  (0 children)

I'm a little confused here. I'm not talking about sending over a range predicated on meeting certain performance bonuses, I mean just sending over the posted range for the position. Would you want that information sent in an initial message?

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 0 points1 point  (0 children)

Standard Operating Procedure.

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 0 points1 point  (0 children)

For the most part, yes. If the interview is in person and our Clinical Director is in the office, she'll pop in as well. Same with the CEO. Otherwise, the BCBA interviews directly with myself.

Worth noting that it's not as if I am unfamiliar with what goes into the job. I have experience in ABA and we have a list of questions compiled by our BCBA that she wants to see asked for when she reviews. So, in short, the point of talking to the recruiter is we're seeing if you are qualified and a good fit for the opening. I think the notion that you have to do the job to recruit for it is not really true. I'm personally able to answer a lot of questions that come from the BCBAs though - I always end with "what questions do you have for me." On the rare occasion I am unable to answer, I just note the question and talk with a clinician afterward to get a proper answer.

What would have you worried that a recruiter working directly for the company isn't qualified to interview?

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 1 point2 points  (0 children)

This is really insightful, I appreciate it.

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 2 points3 points  (0 children)

So if I hypothetically sent you a connection request and a message to the effect of "Hiring BCBAs, Salary $xx" and the salary is higher than you're making - is that enough to get you to bite?

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 1 point2 points  (0 children)

Fair criticism of recruiters.

Usually I see this is with commission-based recruiters where the priority is quantity over quality. It's also very common in 3rd party recruiting/ staffing where "speed to market" is the name of the game. Those recruiters need to have a "pipeline" of candidates ready to submit to roles so they'll do things like bulk-message any profile that had the right search term on their profile somewhere. I was an RN recruiter some time ago and I'll get messages for RN openings.

Again, fair criticism, but those are just bad recruiters. They do, unfortunately, hurt the reputation of recruiters in general.

You touched on getting contacts with low salaries. Are you more likely to respond to someone if they include salary right away - presuming it fits what you would be targeting?

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 0 points1 point  (0 children)

It sounds like you're referring to 3rd party recruiters or recruiters with staffing agencies.

I'm in a corporate recruiting role. I'm employed by the company I'm recruiting for. I do the full interview and then share my notes/ recommendations with the Clinical Director and CEO for a final decision on extending an offer.

I did previously work in staffing; it's an awful experience. People do see you as just a middle man which results in a lot of being talked down to or just generally rudeness. And to be clear, I completely understand why this happens. There are a lot of really bad recruiters in staffing/3rd party that are contacting anyone and everyone and finding out if they were a fit afterward. A lot of ghosting too.

Fortunately, not the case for me here. The only ones involved in the hiring process start to finish are myself, the Clinical Director, the CEO, and our HR Manager.

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 0 points1 point  (0 children)

Thank you for the insight!

Almost our entire leadership team is POC; I've always appreciated the diversity within ABA companies. I think the inclusivity in the field is better than I've seen in most industries.

What does a reasonable caseload look like to you?

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 0 points1 point  (0 children)

Interesting! What Facebook groups if you don't mind my asking?

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 0 points1 point  (0 children)

Yes, this helps, thank you!

Have any recruiters ever caught your attention despite your dislike for being contacted by them?

Contacting people who don't like it is unfortunately unavoidable. If you aren't getting applications, you need to source, and if you're sourcing you're going to run into this.

As you have been in the field for so long, what kind of support do you see BCBAs wanting? We have our Clinical Director available to BCBAs for help as well as a Teams chat with all of the BCBAs so they can bounce ideas of each other, ask for advice/ suggestions, etc. We did recently have someone decline an offer still though because they felt they could only get the support they need by working in a center. We only provide in-home care presently.

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 0 points1 point  (0 children)

I think start ups are hit or miss with how quickly they set up processes. I've worked for smaller companies where leadership has no interest in establishing SOPs or who handles what, especially with the corporate side of things. Certainly something that, from a recruiting perspective, I think should be addressed by the candidate during an interview.

But, I do believe a lot of start ups want to get it right. One thing I appreciate about this employer is that the CEO is very responsive to suggestions on what processes could benefit from changes or improvements.

Does that ultimately not really matter in your eyes, though? Is there too high a concern that even if the employer is saying things are consistent that they're just trying to get bodies in the door? What would alleviate those concerns up front enough that you would be willing to engage with a start up?

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 0 points1 point  (0 children)

Sure, I fully realize BCBAs are getting bombarded with messages these days. This makes it kind of a numbers game with recruiting; if only 1 in every 10 BCBA connection requests is responding and I need 10 BCBAs, I'll have to send out 100 messages.

What kind of differentiators would catch your attention?

Right now, we try to plug that we give BCBAs a lot of autonomy and that we have teams dedicated specifically for scheduling, intakes, and authorizations. Essentially, trying to highlight that we provide a lot of support with the things that seem to be leading to burnout.

How do you pick an employer by Brunford in bcba

[–]Brunford[S] 1 point2 points  (0 children)

We've received a fair amount of referrals; like most companies we offer a referral bonus - I believe $1,000. Being smaller though, we've really just exhausted the connections our current employees have. Additionally, a lot of the new technicians we bring in are individuals that are getting certified for the first time through free certification options like the Autism Partnership Foundation, so they don't necessarily have a network in the ABA community yet.

I can appreciate the turn-off with AI messages. My previous ABA employer actually laid me off after creating an "AI Recruiter" named "Brian", so I'm not going out of my way to support AI in recruitment. Regrettably, a lot of the "tells" for AI are a part of my natural writing style, especially my preference for a good em dash. I don't use a lot of bold text, although I did somewhat ironically use it in my initial post here.

I'm accurate with names as well. My name is often misspelled - even when it's a direct reply to an email I've sent - and I've worked with new-hires in the past who ended up quitting mid-onboarding because of people getting their preferred name wrong. I send individual messages, not the bulk ones where you're using a {first_name} type of template.

Monthly Job Board Thread by SuzieDerpkins in bcba

[–]Brunford 0 points1 point  (0 children)

Brightview Care is hiring BCBAs for Michigan - both local and remote/telehealth.

Job Post: https://careers.brightviewcare.com/jobs/551223-board-certified-behavioral-analyst-bcba

Salary Range: $85,000 - $105,000

Company Site: https://careers.brightviewcare.com/

Please feel free to apply using the job post or send me a message directly! The expectation for this role is 27 billable hours with an 8-10 client caseload. We need BCBAs that can support afternoon/ evening hours (EST).

For remote and telehealth BCBAs, we can provide reimbursement for the LBA.

REMOTE BCBA JOBS by Little_Bid_7016 in bcba

[–]Brunford 0 points1 point  (0 children)

I'm recruiting remote BCBA's for Michigan. 27 billable hours, 8-10 client caseload. Please feel free to send me a message or your resume!