By Matt Harrington, BCBA · Behaviorist Book Club · Clinical decision guide

Active vs. Passive Candidate Recruiting Strategies for ABA Agencies

In This Guide

Side-by-Side Comparison
Clinical Decision Framework
Key Takeaways

One of the most consequential decisions a behavior analyst makes is not just what intervention to use, but how to approach the clinical question in the first place. For thinking outside the box: recruiting & retaining staff in these challenging times, the difference between an evidence-based, individualized approach and a traditional, protocol-driven one can significantly impact outcomes.

This guide lays out the key factors side by side to support your clinical decision-making.

Side-by-Side Comparison

Factor	Evidence-Based Approach	Traditional Approach
Candidate Pool Characteristics	Active Recruiting: Candidates actively seeking change; variable experience; may include those dissatisfied with current position	Passive Recruiting: Currently employed, often satisfied; typically more experience; attracted by specific opportunity fit
Time to Hire	Active Recruiting: Faster — active candidates move through the hiring process more quickly because they are motivated to start	Passive Recruiting: Slower — passive candidates require more relationship development before committing to a change
Retention Outcomes	Active Recruiting: Variable — candidates who were dissatisfied in their previous role may leave again when similar conditions arise	Passive Recruiting: Generally better — candidates who were not looking chose this opportunity specifically; tend toward longer tenure
Resource Requirements	Active Recruiting: Financial cost (job board fees, advertising); lower relationship investment required	Passive Recruiting: Relationship investment (university partnerships, referral culture, social media presence); lower direct financial cost
Scalability	Active Recruiting: Highly scalable — can increase spend and volume quickly when positions open	Passive Recruiting: Less rapidly scalable — relationships and reputation take time to build; pipeline benefits accrue over years
Competitive Differentiation	Active Recruiting: Low differentiation — every agency uses the same platforms; competing primarily on compensation and job description	Passive Recruiting: High differentiation — agencies with strong university reputations and referral cultures are not easily replicated by competitors

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Clinical Decision Framework

Use this framework when approaching thinking outside the box: recruiting & retaining staff in these challenging times in your practice:

Step 1: Is intervention warranted?

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

Step 2: Have you conducted an individualized assessment?

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

Step 3: Is the individual/caregiver involved in decision-making?

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

Step 4: Verify your approach

✓ Is your intervention matched to the assessed function?
✓ Are you using the least restrictive effective approach?
✓ Is assent being monitored throughout?
✓ Do you have a data collection plan?
✓ Is there a plan for generalization and maintenance?

Key Takeaways

Individualization is non-negotiable. The best approach for one individual may not be appropriate for another, even with the same topography.
Assessment drives intervention. Function-based approaches consistently outperform topography-based ones in the literature.
Ethics are active, not passive. Ethical practice requires ongoing analysis, not just initial compliance.
Document everything. Both the decision to intervene and the decision not to intervene require documentation and justification.
Stay current. The evidence base in this area is evolving. What was standard practice five years ago may not reflect current best practices.

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Thinking Outside the Box: Recruiting & Retaining Staff in these Challenging Times — Erin Mayberry · 0 BACB General CEUs · $0

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Clinical Disclaimer

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.