An RBT recruitment post should help a candidate decide whether to read the full job listing. Give the location, actual role and next step early. A welcoming design cannot compensate for missing conditions or an application link that leads nowhere.
This article concerns job communication. It does not determine employment terms, certification eligibility or a candidate's qualification for a role.
Collect the approved job details first
Ask the hiring owner for the current title, location, work setting, schedule, compensation information they can publish and application route. Clarify which qualifications are required and which training, if any, the employer actually provides.
Do not copy a pay range from another company's post. Do not add “training provided” because it sounds encouraging. The message must match the approved job page and the actual hiring process.
Put the main facts on the first screen
For a static post, lead with the role and place. Keep supporting details readable on a phone. Use the caption or a linked page for conditions that cannot fit clearly in the image.
A fictional structure is “Behavior Technician Role in [Actual Location]. [Approved work arrangement]. Learn about the role, current requirements and the application process at [link].” Replace every placeholder with verified employer information.
Separate the role invitation from certification claims
RBT is a credential with requirements defined by the BACB. A job opening and a certification pathway are related but not identical. If the post targets people who are not currently certified, explain that invitation accurately and point them to the employer's real process.
The BACB RBT information is the official starting point for certification details. Avoid presenting a social media job ad as the authoritative source for requirements that may change.
Make the application route easy to use
Link directly to the current role or the relevant careers page. Give a readable text destination if using a QR code in print. Check the page on a phone, including whether the applicant can find the role and complete the form.
If a post uses a tracked URL, keep the campaign labels consistent. Do not place an applicant's name, email or other personal information in a link. Our campaign tracking guide gives an example naming approach.
A publication checklist for the hiring owner
- The role and location match the live listing.
- Compensation and work-arrangement details are approved.
- Any bonus or training statement has its conditions explained at the destination.
- The application link works and identifies the relevant role.
- The creative does not show client records or identifiable client situations.
- Someone owns updates when the role is filled or changed.
Keep a dated version of the post and its approved copy. A candidate should not encounter an old announcement with a new condition that the team forgot to update.
Measure completed applications, not only likes
Track how many people reached the job page and how many completed the relevant application. Review broad source information with the hiring team using appropriate systems. A highly shared meme may entertain RBTs without generating candidates for a specific location.
Use a few distinct messages, such as role facts, a voluntary team introduction and an explanation of the application process. Do not repeat the same image every day without adding useful information.
Get design support after the facts are ready
Request a recruitment post or video with the approved role details, destination and reviewer. Related promotional placement through ABA Business Builders can be discussed when the audience and location fit. Reach is not a guarantee of applicants.
Candidates can also use our RBT interview preparation guide to organize their own questions before speaking with an employer.