This comparison draws in part from “Looking Ahead: How Technology Can Improve Your Hiring Process & Reduce Turnover” by Adam Lewis (BehaviorLive), and extends it with peer-reviewed research from our library of 27,900+ ABA research articles. The decision framework, BACB ethics code references, and cross-links below are synthesized by Behaviorist Book Club.
View the original presentation →ABA organizations vary widely in the degree to which they have adopted technology to support recruitment, onboarding, and retention workflows. Some organizations continue to rely primarily on manual processes — posting jobs on general boards, conducting onboarding in person, managing schedules through spreadsheets. Others have fully adopted integrated technology platforms across the talent lifecycle. Most fall somewhere in between, with technology adoption at some stages but not others. Understanding the tradeoffs at each stage helps clinical leaders make targeted technology investments that address the highest-cost friction points in their specific context.
| Factor | Evidence-Based Approach | Traditional Approach |
|---|---|---|
| Job posting reach and distribution | Traditional: manual posting to individual job boards, limited to sites the recruiter knows and maintains | Technology-mediated: automated multi-board distribution, including niche healthcare and ABA-specific channels, with performance tracking by source |
| Application experience | Traditional: multi-step application forms with required document uploads, high abandonment rates on mobile devices | Technology-mediated: mobile-first, 1-click apply with profile auto-population, dramatically lower abandonment rates among younger applicants |
| Offer-to-start communication | Traditional: recruiter-dependent outreach, variable contact frequency, high risk of candidate disengagement or withdrawal | Technology-mediated: automated engagement sequences that maintain candidate contact from offer through first day, reducing pre-start attrition |
| Onboarding training delivery | Traditional: in-person or scheduled cohort training, dependent on trainer availability, variable consistency of content delivery | Technology-mediated: on-demand digital training modules with competency tracking, enabling self-paced completion and consistent content delivery across cohorts |
| Credential and compliance tracking | Traditional: manual tracking of RBT credentials, CPR certifications, and supervision hours in spreadsheets with high administrative burden | Technology-mediated: automated tracking with expiration alerts and audit-ready records, reducing compliance risk and administrative time |
| Scheduling and assignment management | Traditional: manual schedule building in spreadsheets or basic scheduling tools, high administrative overhead and difficulty accommodating changes | Technology-mediated: optimization-assisted scheduling with real-time availability data, automated client-therapist matching criteria, and dynamic rescheduling support |
The ABA Clubhouse has 60+ on-demand CEUs including ethics, supervision, and clinical topics like this one. Plus a new live CEU every Wednesday.
Use this framework when approaching looking ahead: how technology can improve your hiring process & reduce turnover in your practice:
Does the data support a need for intervention? Is there a meaningful impact on the individual's quality of life, safety, or access to reinforcement?
YES → Proceed to assessment NO → Document reasoning, monitor
A functional assessment should guide intervention selection. Avoid defaulting to standard protocols without individual analysis. Consider environmental variables, setting events, and private events.
YES → Select evidence-based approach matched to function NO → Complete assessment first
Goals should be co-developed. Assent and informed consent are ethical requirements. The individual's preferences and values matter in selecting both goals and methods.
YES → Proceed with collaborative plan NO → Engage in shared decision-making
This course covers the clinical and ethical dimensions in detail with structured learning objectives and CEU credit.
Looking Ahead: How Technology Can Improve Your Hiring Process & Reduce Turnover — Adam Lewis · 0 BACB General CEUs · $0
Take This Course →We extended this decision guide with research from our library — dig into the peer-reviewed studies behind each approach, in plain-English summaries written for BCBAs.
280 research articles with practitioner takeaways
279 research articles with practitioner takeaways
258 research articles with practitioner takeaways
BACB General CEUs · $0 · BehaviorLive
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Research-backed answers for behavior analysts
All behavior-analytic intervention is individualized. The information on this page is for educational purposes and does not constitute clinical advice. Treatment decisions should be informed by the best available published research, individualized assessment, and obtained with the informed consent of the client or their legal guardian. Behavior analysts are responsible for practicing within the boundaries of their competence and adhering to the BACB Ethics Code for Behavior Analysts.