Best Interview Questions for Autism Service Job Candidates to Ask

Hopebridge Recruiters Share Their Favorite Questions from Interviewees for BCBA and Autism Therapy Jobs

When it comes to finding a job in autism therapy, it’s natural to feel nervous, anxious, excited and any other combination of feelings as you move past the application period and are headed into the interview. The potential of a new place with new people and new responsibilities – plus the opportunity to talk about yourself – can be thrilling yet overwhelming, especially if you reallllllly want the job.

To ease your mind a bit, our Hopebridge Talent Acquisition Team wants to let you in on a not-so-secret secret: You are interviewing the company just as much as they are interviewing you. 

This is the get-to-know-each-other phase, so remember that it is a two-way street. It’s important to know that not only do they have options, but you do, too! Our team advises asking your own questions during your conversations to help you determine whether the job will offer what you’re looking for within your career. As a bonus, asking questions shows interest, and recruiters and hiring managers are often excited to share more about the company. 

As such, members of our talent team shared some of their favorite questions they’ve received during interviews. Geared toward candidates seeking roles as a board certified behavior analyst (BCBA), speech-language pathologist (SLP), registered occupational therapist (OTR) or clinical psychologist, these questions can be beneficial to ask recruiters during those early connections, as well as hiring managers during more formal interviews.

Ask these questions during your next interview if you want to make a memorable impression and stand out amongst other applicants:

– What is something you would improve at your organization?

“I like honest, direct questions like this. It shows radical candor on behalf of the candidate and tells me they care about the company’s development and progress, as well as their own impact on it. It also provides me the opportunity to be authentic by providing honest feedback,” said Director of Talent Acquisition David Weinstock.

– What are the opportunities for growth?

“This is my most frequently asked question, but it’s always a good one for candidates to get more detail around the leadership potential and development opportunities available to them. Many BCBAs, for instance, may not realize their possibilities for growth within this one occupation. At Hopebridge, we’re constantly growing overall, so we’re creating new roles as we evolve. We have regional BCBAs and we just added a clinical director position in many of our centers that new hires can aspire to grow into over their tenure, plus there are a range of supervision and continuing education opportunities at every level,” said Senior Talent Acquisition Partner Kayla Birk.

– What is the benefit of working for a large company?

“First of all, to hear that we are classified as a large organization is still wild to me because I remember when we were in just a few states. The answers to this type of question can help candidates find out more about the company culture and opportunities available. I personally liked receiving this question because it allowed me to talk about Hopebridge’s expansion and growth. While we do have the opportunities and network that a large organization would have, I am also able to share that it still feels like a tight-knit community. The fact that I can message our CEO any time, and that he meets with all of our BCBAs on their first day – often choosing to ask about a fun fact with each of them! – is special,” said Talent Acquisition Partner Julianne Stanger.

– What are your current challenges in this role and why is the position open?

“I encourage this question because if it’s a brand-new role, there are a specific set of challenges that we can address with them at the start. If it’s not a new role, then how the interviewer answers can provide a lot of information for the candidate around the position and what will be expected of them if they are to take it on,” said David. 

– Can you provide more insight around employee turnover/reviews?

“It can be difficult for recruiters and hiring managers to address specific reviews and questions related to turnover, but the answers can be very telling for candidates. It also offers perspective around the company’s transparency and what their employees mean to them,” said Kayla.

– What is your caseload like? / What is your billable hour requirement?

“This is a great question because it will help candidates compare our environment to that of their current job, plus the answers will give them an idea of what their level of responsibility will be within their role,” said Talent Acquisition Manager Caitlin Morris.

– How do you train your therapists?

“I’ve had BCBAs ask about how we train our RBTs. These types of questions are good because they give clinicians insight as to whether their team members are properly trained and treated well. Clinicians interested in this may want to look for organizations that have extra resources like ABA trainers on staff, as well as for companies that offer continuing education opportunities and support to their team members during the initial credentialing process,” said Kayla.

Put Your Interviewing Skills in Action with Hopebridge

Still in the early stages of the job hunt or just getting started? We always love connecting with clinicians who are passionate about helping kids, so we hope you’ll check out the open positions we have available at Hopebridge locations around the country. And of don’t forget to bookmark this piece to refer back to once you’re ready to chat with our team because we can’t wait to hear what questions you have for us!

*Informed consent was obtained from the participants in this article. This information should not be captured and reused without express permission from Hopebridge, LLC.