The Hiring Process

The hiring process consists of three interviews. Each interview builds on the next with further evaluating values and psychological flexibility as they are introduced to the candidate.  The first interview allows for them to state what their current level of self-care and values are.  This provides a baseline for how training is then individualized to best-suit the potential new employee. Administrative questions are self-oriented and values-driven:  1) How does the candidate currently prepare for the day; 2) How does he or she plan time for self-care; 3) How does he or she prioritize their personal goals.  Through the candidate’s responses some potential areas of concern may arise, such as the candidate who rarely schedules self-care, or he or she is unable to share at least one value, personal goal, or core belief.  

The second interview furthers the exploration of values, response strategies to client-assent withdrawal, and conflict resolution within the frame of oneself.  In this second interview there is the basic question: “What is your current understanding of ACT?”.  This question is part of a process-based analysis that determines areas for further development and provides insight into how to best support that candidate.

The third interview is a staged observation session.  Typically, the candidate observes a supervisor or peer and asks peer-related questions pertaining to the company’s work culture and environment.  The potential supervisor can observe how the candidate interacts with the client, caregiver, and peers.  It also provides the opportunity for the candidate to demonstrate to the potential supervisor if their actions are in fact congruent with their reported values from previous interviews.