Making a Lasting Impression on a New RBT

You only get 1 first impression, so make it a good one!

But what about our field? When someone is green starting out as an RBT, it’s up to the supervising BCBA and agency to ensure it’s a positive and supported first experience.

I keep hearing horror stories from RBTs about negative first experiences in the field. Namely, being placed in a home to provide direct services without first having a BCBA or trainer overlap, and overall lacking adequate training and direction. As someone who has supervised in countless homes, I couldn’t imagine being a brand new RBT and going into a home blind.

I’ve been in some intimidating homes. Perhaps a parent who wants to observe and ask questions, behaviors I don’t have experience with, or the home isn’t as orderly and sterile as the clinics we’re used to working in. It really takes several months to even begin to know what you’re doing as an RBT. And at that point, you still have a long way to go.

I could imagine being thrown into an overwhelming situation in the first few weeks, and thinking- ‘Is this what I signed up for?’ ‘Is this how all ABA companies are?’

We only have a short time to make a good first impression for RBTs who are new to the field, so we’ve got to make it a good one. We’re losing folks who may potentially be well-suited for the job, but they were thrown in too soon and without support.

Here are some strategies I’ve used in the past when onboarding a new staff for in-home services with limited overlaps:

1. Make a list of 2-4 things the newhire can do to build rapport with the client, establish themselves as a reinforcing agent, gain momentum, and facilitate quality interactions with the client.

2. Let the client be successful! Create a schedule for the RBT to follow including activities the child is good at, activities that are fun (but not too escalating), and should always include things they can do together.

3. Prepare the RBT for barriers they may encounter. Don’t let them be surprised by mom’s questions at the end of session. Make sure they know, “Mom loves an update at the end of session, here’s what it should sound like…” or “The toilet in the bathroom upstairs is touchy, make sure you use the one by the kitchen.”

4. Remind the person that you weren’t born an amazing BCBA, senior RBT, etc., but that you too had to learn and figure it out yourself.

5. Let them know they can contact you any time they need support. A 3-minute conversation goes a long way in helping a new employee feel heard and supported.

We can’t keep losing potentially great RBTs, because we’re letting them down in their first weeks of employment.

What are your thoughts? What do you do to support newhires in their first few weeks?