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Behaviour Technician Job Description

How to Hire a Behaviour Technician

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Behaviour Technician Job Description

Behaviour Technicians work with doctors, nurses and other health professionals to provide care to patients suffering from a variety of behavioural conditions. They implement treatment plans and work with patients at hospitals, schools, mental health facilities or patients’ homes.

We are sourcing a behavioural technician to join our team. Behaviour technicians are responsible for assisting behaviour analysts to implement behaviour reduction and skill acquisition treatment plans. Suitable candidates will assist patients with day to day activities, monitor their behaviour, record and collect data on patients’ progress and communicate with clients. Other duties will include clerical and administrative duties.

To succeed in this job, you must display a compassionate nature, empathy and discretion in your work. It is essential that you have excellent communication and time management skills and that you are able to develop and maintain relationships with clients, supervisors and colleagues.

Behaviour Technician Duties and Responsibilities

  • Relevant experience preferred.
  • Must be physically fit and able to lift and carry patients.
  • Good written and verbal communication skills.
  • Strong interpersonal skills.
  • May need to work shifts.
  • Computer skills.
  • Certificate, Bachelor’s or Associate’s Degree in a behavioural health or related field.
  • Additional certification may be required.

Behaviour Technician Skills and Requirements

  • Provide direct care to clients in a one-on-one or group therapy setting to implement skill acquisition and behaviour reduction treatments as directed by the supervisor.
  • Collect and record data on patient behaviour.
  • Collaborate, communicate and assist with the training of clients, parents and staff.
  • Provide a safe and supportive environment for patients and family.
  • Carry out clinical assessments and other administrative duties.
  • Maintain strict confidentiality.
  • Attend training to acquire further knowledge.
  • Relevant experience preferred.
  • Must be physically fit and able to lift and carry patients.
  • Good written and verbal communication skills.
  • Strong interpersonal skills.
  • May need to work shifts.
  • Computer skills.
  • Certificate, Bachelor’s or Associate’s Degree in a behavioural health or related field.
  • Additional certification may be required.

How to write a Behaviour Technician Job Description

To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.

How to write a Behaviour Technician job Advert

Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.

Personalising Your Behaviour Technician Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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