Use these questions to identify a candidate’s technical knowledge and abilities
Use these questions to determine how a candidate handled situations in the past
Use these questions to assess a candidate’s personal traits and cognitive skills
Why this matters:
Behavioral health technicians are expected to help create and maintain a plan of care, outlining a patient’s current and ongoing needs and goals. The right candidate will be adept at monitoring progress and compliance, identifying gaps, reinforcing treatment gains, and reporting back to the team to support program objectives.
What to listen for:
- Look for keen observational skills and an understanding of patient needs.
- Strong answers will be strategic and collaborative in nature.
Why this matters:
Conflict resolution is a crucial skill for behavioral health technicians, who are often dealing with unpredictable personalities and situations. In order to effectively assist with the treatment of various behavioral disorders, such as substance abuse and mental instability, you must know how to think outside the box to de-escalate the matter at hand.
What to listen for:
- A willingness to handle pressure and stressful situations.
- Great candidates will share a balance of observational and interventional techniques.
Why this matters:
In clinical settings, behavioral health technicians are often tasked with supporting or facilitating aftercare or recovery groups. They will need effective leadership skills to adjust the pace of the group, encourage engagement, deal with problem behaviors promptly, and recognize and reward positive participation.
What to listen for:
- Depending on your organization’s client base, listen for terms like social skills, coping, self-esteem, relaxation, creative expression, and cooperation.
- Demonstrated enthusiasm around planning, organizing, and leading groups.
Why this matters:
Tempers and tensions can run high in this field, especially during intake procedures. It’s essential to uphold recommended treatment protocols and establish appropriate boundaries with patients and their families, some of whom may be resistant or uncooperative.
What to listen for:
- Be sure the candidate acknowledges the importance of an unbiased, unwavering sense of duty.
- Look for strong opinions and confidence, along with a keen sense of empathy.
Why this matters:
Being a behavioral health technician can be enormously stressful. It’s important to find out how your candidates handle the mental and physical demands of the role. Do they get overwhelmed, forgetting occasional tasks or getting caught up in the emotions of the job? Or do they contain their stress well, even so much as thriving? The answer to this question can reveal a star candidate, or one that may collapse under pressure.
What to listen for:
- Ideal candidates will have long stretches in a previous role, rather than gaps or short stints. Keep in mind, however, that some gaps are understandable (e.g. time out of work to raise a young child).
- Probe candidates for the concrete details of a stressful situation, how they navigated to a solution, and the thinking behind their choices.
Why this matters:
The healthcare field is inherently collaborative. A behavioral health technician will always be a part of an integrated network of care, working in medical facilities, schools, and other community-based settings—alongside fellow professionals in varying roles. Difficult personalities can collide and egos must be put aside in order to champion patient needs.
What to listen for:
- Candidates should be able to describe their past experience without getting emotional or defensive.
- Look for signs that they were able to put personal differences aside for the greater good.
Why this matters:
As with the Golden Rule, candidates should dispense the healthcare they would want to receive. A candidate’s positive experiences with healthcare will shed light on their deepest beliefs about patient care. It’s likely that the scenarios and caregivers they describe have shaped their own approach to behavioral health.
What to listen for:
- Signs that the candidate shares your organizational beliefs and approach to patient care.
- Words like “listen,” “trust,” and “honesty.”
Why this matters:
Every behavioral health technician must work with and report to at least one supervisor. It’s best when this is a positive relationship with complementary communication styles and goals. While this relationship will develop over time, the candidate’s answer will reveal their initial expectations and values.
What to listen for:
- Be cautious of any signs your candidate prefers working in a silo.
- Look for indications that the candidate values openness and transparency.
Why this matters:
This profession typically only requires a high school diploma (or equivalent) and certifications, making the answer to this question illuminating. With no advanced education, some may wrongly believe it’s easy to get a job in the field, and therefore lack some of the passion and compassion the role demands. A successful behavioral health technician is someone who knows the value of this career choice and may even be in pursuit of advanced degrees to move up in the field.
What to listen for:
- A motivated candidate with knowledge of the behavioral healthcare field.
- Signs of a compassionate mindset and strong moral compass.
Read our additional hiring guides.
