Why RBT Turnover Often Starts in the Hiring Process

Turnover Doesn’t Always Start on Day One 

High turnover among Registered Behavior Technicians (RBTs) is one of the most common challenges faced by organizations in the Applied Behavior Analysis (ABA) field. Whether you run a clinic, school-based program, or in-home ABA therapy service, onboarding behavior technicians only to see them leave weeks later is both costly and discouraging. 

Many ABA providers respond by reworking training systems or supervision models. But in our experience, the real issue often begins earlier during hiring. 

Turnover doesn’t always start on Day One. Sometimes, it starts the moment the offer is made. 

Where ABA Hiring Breaks Down Early 

Even thoughtful hiring teams can unintentionally set the stage for early exits when: 

1. Job Postings Are Too Vague 

If a behavior technician job posting doesn’t clarify caseload, client profile, or schedule structure, candidates say yes to roles they don’t fully understand. That mismatch leads to quick burnout. 

2. You Hire for Availability, Not Alignment 

It’s tempting to fill open shifts fast. But if you skip assessing a candidate’s goals, personality, or values, they likely won’t stick around hurting both retention and client outcomes. 

3. You Assume Culture Will Click Later 

Many ABA therapy providers believe team dynamics will naturally fall into place. But RBTs need clarity about work pace, supervision style, and expectations up front to stay engaged. 

What Strong Hiring Looks Like for Registered Behavior Technicians (RBTs) 

Hiring aligned candidates isn’t about luck. It’s about process. 

Here’s what a strong RBT hiring strategy looks like: 

1. Clear, Specific ABA Job Descriptions 

Go beyond mission statements. Share sample schedules, supervision models, session structure, and supports provided by your ABA organization. Include phrases like “client engagement,” “session prep,” and “collaboration with BCBAs” to give candidates a real sense of the work. 

2. Screening for Long-Term Fit 

Don’t just ask when they can start, ask: 

• “What makes a great workday for you?” 

• “What feedback style helps you grow?” 

• “Where do you see yourself in six months?” 

These questions screen for career alignment, not just task readiness. 

3. Transparent Clinical Conversations 

Let candidates connect with someone who understands ABA implementation. Talk honestly about challenges (like aggressive behaviors, data collection, or caregiver communication), and what supports are in place. 

4. Hiring with Retention in Mind 

You don’t need to be a Board Certified Behavior Analyst (BCBA) to recruit well, but you do need to understand what drives ABA therapist turnover. A hiring partner with experience in ABA recruiting can help structure interviews, job posts, and onboarding to support retention. 

How to Know If Your Hiring Process Needs a Tune-Up 

You don’t need a brand-new hiring system, just a smarter one. 

Start by asking: 

• Does our job description reflect the actual experience of our RBTs? 

• Are we filling roles to meet scheduling needs or to build long-term teams? 

• Do candidates meet someone clinical before they’re hired? 

If you’re unsure, you’re not alone. 

That’s why we created the Hiring Health Score Quiz, a fast, strategic way to pinpoint weak spots in your ABA recruiting process. 

🎯 https://forms.office.com/r/M6cDeJ3FQe 

Retention Starts with Recruiting 

You can’t solve behavior technician turnover without fixing what’s happening at the hiring stage. 

Start where it matters most: with better hiring systems for your Applied Behavior Analysis team. 

Explore more ABA recruiting tools and job posting resources at www.pts-aba.com