How Can a Behavioral Health Agency Hire and Keep Good Clinicians?

By Korey Akinbami · November 4, 2026

Hire well by checking every license, screening the federal exclusion list and running required background checks before day one. Keep people by giving clear roles, real supervision, manageable caseloads and paths to grow, such as loan repayment programs. Clean hiring files also protect you during audits.

Verify before you hire

Start with the basics, every time:

License check. Verify each license with the Georgia Secretary of State's licensing division, and keep a dated copy.
Exclusion check. HHS-OIG keeps the List of Excluded Individuals/Entities (LEIE). Excluded people can't be paid by federal health programs for their services. OIG says employers should routinely check the list for new hires and current staff, and hiring someone on it can lead to civil penalties.
Background checks. The DBHDD Provider Manual points providers to DBHDD's criminal history check policy (04-104). DATEP license applications also require background checks for all owners.

Keep a dated copy of each check in the staff file.

Match the role to the rules

The DBHDD Provider Manual has an Approved Behavioral Health Practitioners table. It shows who may provide which services. It also has rules for documenting supervision of staff working toward licensure and of addiction counselor trainees.

Before you post a job, read the service definitions you plan to bill. They often set staffing and credential rules. A wrong fit can mean claims you can't bill.

Get names right on paper

The DBHDD manual says a licensed practitioner's printed name in the record must match the name on their license. It sounds small, but mismatches cause audit findings. Check this at onboarding and after any name change.

Make supervision real

Many new clinicians want good supervision more than anything. Set a schedule, protect the time and write it down. When supervision is required, the DBHDD manual expects it to be documented. Good records help the clinician and the agency.

Use loan repayment as a recruiting tool

HRSA's National Health Service Corps (NHSC) Loan Repayment Program helps licensed clinicians who work at NHSC-approved sites in shortage areas. Eligible behavioral health roles include LCSWs, LPCs, marriage and family therapists, psychologists, psychiatric nurse practitioners and physician assistants, and psychiatrists. The service commitment is two years.

Your site must be NHSC-approved, and award amounts and dates change each cycle. Check HRSA for the current rules.

Onboard with care

The first weeks shape whether people stay. Give each new clinician a written plan for their first month. Show them your EHR, note rules and deadlines before they see a full caseload. Pair them with a peer they can ask questions. Check in at 30, 60 and 90 days and ask what is getting in the way. Small fixes early, like a better template or a clearer schedule, can prevent a resignation later.

Keep people longer

Retention is mostly about daily work life. A few low-cost ideas:

Give clear job duties and a real orientation.
Keep caseloads and note deadlines realistic.
Cut extra paperwork with simple templates and good EHR setup.
Offer growth paths, such as supervision roles or new programs.
Ask why people leave, and fix what you can.

None of this needs a big budget. It needs steady attention from leaders.

Build a clean staff file

Auditors and surveyors often ask for staff files. A simple checklist for each person helps:

A dated license check printout.
Exclusion list results, for hire and later checks.
Background check results, as your policy and DBHDD rules require.
Job description and signed policies.
Training records with dates.
Supervision logs, if the person needs supervision.

Review a few files every quarter. Fix gaps right away instead of the night before a review.

Key takeaways

Check licenses, the OIG exclusion list and background checks before day one.
Re-check the exclusion list on a schedule for current staff.
Match each hire to the DBHDD service definitions and practitioner table.
Document supervision and keep printed names matching licenses.
NHSC loan repayment can help recruit in shortage areas if your site qualifies.

How DIG helps

Ducere Investment Group (DIG) has consulted mental and behavioral health agencies for 14 years. We help Georgia owners set up hiring checklists, staff file systems and supervision tracking. We are a business consultant, not a staffing agency or law firm, and we cannot promise any hiring or audit result.

See our services or contact us. Call 404-565-0181.

Sources

Written by Korey Akinbami, Founder & Principal. Published by Ducere Investment Group, Inc.

This article is general information, not legal, medical or billing advice.

Frequently Asked Questions

How often should we check the OIG exclusion list?

OIG says to check routinely for new hires and current staff. The list has monthly update files, so many agencies check monthly.

Where do we verify a Georgia counselor or social worker license?

Check with the Georgia Secretary of State's licensing division, which handles professional licenses. Keep a dated copy of the result in the staff file.

Can our agency offer NHSC loan repayment?

Your site must be NHSC-approved and in a qualifying shortage area. Clinicians apply during HRSA's application cycle. Check HRSA for current rules.

Do staff files get reviewed in audits?

Often, yes. Reviewers may check licenses, training, supervision and background checks. Keep files complete and dated.