Learn what competencies to assess and what questions to ask when hiring for a role in behavioral development, the process of applying behavioral science to improve performance and well-being.

In the past when I’ve interviewed folks and am looking for their competency around assessment, I’ve often framed a targeted question as a scenario that they can answer with a narrative explanation. For example, I say, how would you assess a three-year-old clients’ new biting behavior? I have found this interview format most helpful, because it gives the interviewer a clearer indication of the candidate’s actual process, rather than their textbook knowledge of it. I then tend to follow up with a treatment-based question to allow the candidate to convey their full process.

What competencies should you assess during an interview for a role in behavioral development?

If you are hiring for a role in behavioral development, you need to evaluate the candidates' skills and abilities to design, implement, and evaluate behavioral interventions. Behavioral development is the process of applying behavioral science principles and methods to improve human performance and well-being in various settings, such as education, health, or business. In this article, you will learn what competencies you should assess during an interview for a role in behavioral development and how to ask effective questions to measure them.

1 Behavioral science knowledge

One of the core competencies for a role in behavioral development is a deep understanding of behavioral science theories, concepts, and methods. For instance, you should hire someone who can explain the basic principles of behavior analysis such as reinforcement, punishment, extinction, and shaping. Additionally, they should be able to discuss the various types of behavioral interventions like antecedent strategies, consequence strategies, or self-management strategies. When interviewing potential candidates, you may ask questions like: what is the definition of behavior analysis and what are its main applications? What are some examples of antecedent, consequence, and self-management strategies for behavior change? How do you select and measure the target behaviors and outcomes of a behavioral intervention?

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Catherine DeBroder, M.S., MBA, BCBA, LBA

Executive Vice President of Operations, M.S; MBA BCBA, LBA
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I have found it useful and effective to disarm a candidate by asking them to give details on specific and personal experiences with these principles, rather than asking for blatant definitions. For example, I may ask a candidate when they have found self-management to be most effective for an older (teenaged) client. As the candidate describes a program they’ve implemented, it becomes clearer as to whether or not they have a solid understanding of the principles you are evaluating.

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2 Behavioral assessment skills

When looking for the right individual to fill a role in behavioral development, it is essential to consider their ability to conduct a behavioral assessment. This process involves collecting and analyzing data to identify the causes and functions of behavior. The ideal candidate should be familiar with various methods of data collection, such as observation, interviews, questionnaires, or tests, as well as be able to demonstrate skills in data analysis, such as graphing, summarizing, or interpreting data. When interviewing potential candidates, you can ask questions about the steps of a behavioral assessment and the tools used for each step, how they determine the function of a behavior and what are some common functions of behavior, and how they display and communicate the results of a behavioral assessment to stakeholders.

Add your perspective

Catherine DeBroder, M.S., MBA, BCBA, LBA

Executive Vice President of Operations, M.S; MBA BCBA, LBA
(edited)
Report contribution
In the past when I’ve interviewed folks and am looking for their competency around assessment, I’ve often framed a targeted question as a scenario that they can answer with a narrative explanation. For example, I say, how would you assess a three-year-old clients’ new biting behavior? I have found this interview format most helpful, because it gives the interviewer a clearer indication of the candidate’s actual process, rather than their textbook knowledge of it. I then tend to follow up with a treatment-based question to allow the candidate to convey their full process.

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3 Behavioral intervention skills

The third competency for a role in behavioral development is the ability to design, implement, and evaluate behavioral interventions. These are the actions taken to modify or change behavior, and they should be based on the principles of behavior analysis and match the needs and goals of the clients. You should look for someone with skills in implementing and monitoring interventions, such as following the intervention plan, collecting data, and making adjustments. When assessing a candidate, you can ask questions like: how do they develop an intervention plan based on the results of a behavioral assessment? What ethical and legal issues do they need to consider when designing and implementing an intervention? How do they evaluate the effectiveness and social validity of a behavioral intervention?

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4 Behavioral consultation skills

When considering a role in behavioral development, the fourth competency to evaluate is the ability to provide behavioral consultation. This involves collaborating with other professionals or organizations to address behavioral issues and improve performance. When interviewing a potential hire, be sure to gauge their skills in problem-solving, communication, and feedback. Additionally, ask questions about how they initiate and conduct a behavioral consultation, what challenges or barriers they face during this process, and how they provide constructive and supportive feedback to the consultees while managing any resistance or conflict.

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Catherine DeBroder, M.S., MBA, BCBA, LBA

Executive Vice President of Operations, M.S; MBA BCBA, LBA
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Having worked as a consultant myself for years, I would suggest developing interview questions around the ongoing process of consultation and how the consultant ensures that their work is being implemented in their absence and done so with fidelity. Given limited resources and time, consultancy can make the maintenance of high quality interventions challenging. I would ask a candidate how they ensure that their biggest stakeholders are consistently implementing their recommendations and how they strategize and pivot when inevitably, drift occurs.

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5 Professional development skills

The last competency for a role in behavioral development is the ability to engage in professional development. This requires a commitment to lifelong learning, self-reflection, and ethical standards, as well as the skills to seek and use feedback, research, and supervision. You should ask questions such as: how do they keep up with the latest research and developments in behavioral science? How do they use feedback to improve their performance? And how do they use supervision or mentoring to enhance their professional growth and development? By asking these questions, you can determine if the candidate has the necessary skills for professional development.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What competencies should you assess during an interview for a role in behavioral development?

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1 Behavioral science knowledge

2 Behavioral assessment skills

3 Behavioral intervention skills

4 Behavioral consultation skills

5 Professional development skills

6 Here’s what else to consider

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What competencies should you assess during an interview for a role in behavioral development?

1

2

3

4

5

6

1 Behavioral science knowledge

2 Behavioral assessment skills

3 Behavioral intervention skills

4 Behavioral consultation skills

5 Professional development skills

6 Here’s what else to consider

Interviewing

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