Redefining Recruitment in Rural Spaces: Kelly Weingart’s Journey to Innovative Hiring

Rebecca Savoy

Author

Rebecca Savoy

Author

In the world of applied behavior analysis (ABA), recruitment isn’t just about filling positions—it's about forging connections, building trust, and addressing the unique challenges of providing specialized care in diverse communities. Recently, we had the privilege of sitting down with Kelly Weingart, Talent Acquisition Director at the Behavior Change Institute (BCI), to hear her insights on what it takes to succeed in this space.

From her beginnings as a professor to her leadership role at BCI, Weingart shared her innovative strategies, personal journey, and lessons learned along the way. Her story is a testament to adaptability, creativity, and a people-first approach to talent acquisition.

From Academia to Applied Behavior Analysis

Weingart’s career began in academia, where she found fulfillment in teaching and mentoring students. However, though she was accepted into a PhD program in religious studies, she ultimately decided to pursue opportunities that aligned more closely with her evolving professional goals, allowing her to broaden her impact beyond the classroom.

In 2015, Weingart transitioned to the business world, joining the Behavior Change Institute as an HR assistant. While the role was initially part-time, it quickly became a full-time passion. Weingart discovered her knack for recruiting by drawing on her experience in academia. “I found recruitment to be a lot like what I was doing in student advising,” she explained. Talking to psychology students about their careers and encouraging them to pursue training and internships felt familiar and rewarding, sparking her enthusiasm for talent acquisition in applied behavior analysis.

Embracing Collaboration and Learning the Language of ABA

Transitioning into the specialized world of applied behavior analysis was a welcomed challenge for Weingart. "The field is intriguing to me as it has grown so exponentially and at such a rapid pace over the past decade,” she commented. “It's been interesting to learn the fundamentals of ABA and to watch our patients and providers in action. I think this connection to the work has helped to inform my recruitment and to find the right candidates. You have to speak the language and understand the practice before you can counsel job seekers on the opportunity.”

Equally transformative was the collaborative culture at BCI. "I was just embraced with open arms," Weingart shared. "I’ve never worked in such a collaborative environment. I came from academia, which is pretty competitive.” BCI’s welcoming environment empowered her to thrive and focus on fostering similar relationships with new hires.

Pioneering Recruitment Strategies in Rural Communities

Recruiting in rural areas like New Mexico and Arizona is no easy task, particularly in ABA services, where highly trained providers are essential. These sparsely populated regions present unique challenges that traditional job boards can’t solve. Weingart has tackled these obstacles with creativity and resourcefulness with solutions such as:

Mileage Stipends: Offering financial incentives for candidates commuting from nearby towns.
Alternative Sourcing Channels: Exploring platforms like caregiver and nanny websites to find candidates with transferable skills.
Community Partnerships: Collaborating with local pediatricians, diagnosticians, and educational programs to create recruitment pipelines.

This year, Weingart’s team is experimenting with new channels, including the Nextdoor app, to tap into local networks for referrals. "Even if there isn’t someone that fit that wanted the role in the community, there’s usually a grandma or an auntie that says, ‘Oh, my granddaughter is a psychology major but she works at a daycare, she’d be perfect,’” Weingart noted.

Building Trust Through Local Engagement

One of the most significant challenges Weingart has faced is building trust in rural communities. Establishing these relationships requires thoughtful, culturally sensitive approaches and in-person engagement.

"We're an outside organization, and building a relationship with community partners and hiring remotely via Zoom can be challenging," Weingart explained. To overcome these barriers, Weingart emphasized the importance of direct, face-to-face interaction. "It’s really meaningful to create relationships in person by shaking hands and seeing each other eye to eye,” she said.

Part of this effort involved tailoring recruitment strategies to resonate with each community. “It's important that our providers represent the diverse fabric of the communities we serve and therefore, we strive to hire within our patient's home communities,” Weingart shared.

These strategies have been instrumental in building relationships and trust, fostering an environment where BCI’s mission can thrive despite the challenges of working in such remote areas.

Educational Partnerships: A Win-Win Strategy

Weingart’s proudest achievement has been her work establishing educational partnerships with colleges and universities across New Mexico. These programs allow students to earn academic credit while completing BCI’s training, bridging the gap between education and experience while strengthening both recruitment and retention efforts.

Looking Ahead: Growth and Innovation

As BCI expands into North Central Arizona, Weingart is excited to lead efforts in business development and recruitment. These initiatives include networking with local providers and ensuring the providers Weingart hires have what it takes to deliver culturally relevant, patient-centered, innovative care.

For Weingart, recruitment is more than a job—it’s a passion. "I love interviewing and getting to know candidates and the why behind what they do," she said. "I think I’ll always want to be plugged into some of that work, not just overseeing the team."

Advice for Aspiring ABA Recruiters

For those entering the field of ABA recruitment, especially in rural areas, Weingart stresses the importance of immersing yourself in the communities you serve. "Spend as much time there as you can," she urged. "That’s what I did when I started. I just went to New Mexico every chance I could, and immersed myself in the communities that we were serving."

Weingart also highlights the importance of thinking outside the box, particularly in rural areas where candidates are scarce. "You need to get really creative and aggressive with sourcing," she explained.

Kelly Weingart’s story is a powerful reminder of how innovation, cultural sensitivity, and collaboration can transform recruitment in specialized fields like ABA. By forging connections, tailoring strategies, and thinking outside the box, she is shaping the future of talent acquisition—one candidate and one community at a time.

Our strategic advertising methods bring you

consistent, high-quality healthcare talent,

without breaking

your budget.

At MedRecruiting, we understand the unique challenges of healthcare recruitment, so we've developed innovative strategies that attract top talent, and our track record proves it. Over the past two years, we've help hospitals generate over 9,000 applications at an average cost of $30 per application!

We help you achieve lower costs per hire without compromising the quality of the candidates.

It’s all about acquiring the best healthcare talent, consistently.

Book Your Free, No Obligation Call Today!

MedRecruiting