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Committee approves administrator recruitment materials, schedules assessment and discusses EQI screening option
Summary
The committee approved recruitment documents and a timeline for hiring a county administrator, set application deadlines and tentative assessment dates, discussed an optional emotional-intelligence (EQI) assessment, and reviewed a proposed salary range to attract qualified candidates.
The Richland County Executive & Finance Committee approved recruitment materials and a schedule for hiring a new county administrator and discussed optional assessment tools and compensation ranges intended to attract a competitive candidate pool.
Recruitment consultants described a multistage process: committee approval of recruitment documents and ads, a roughly 30-day application window, a recruitment report with recommended finalists and short recorded interviews, and an in-person assessment center in Richland Center. Consultants proposed the week of March 10 for the assessment activities (a day and a half of interviews, department-head meetings, and a meet-and-greet). The recruiter said the assessment day would include deliberation and, if directed, negotiations to secure a finalist for confirmation by the full county board.
Consultants proposed marketing across national and regional job boards and offered to provide short promotional copy for committee members to share. The committee discussed application deadlines (advertised deadline 02/17/2025 in materials), advertising outlets, and logistics for candidate travel and assessment scheduling.
Committee members asked about an optional emotional-intelligence evaluation: consultants said the EQI assessment and related interview/outbrief would be an optional $1,900 add-on administered by Scott Mittelstaedt of Cultural Reconstruction; the committee deferred a final decision on that tool and asked staff to arrange additional information and a possible presentation by the vendor.
On compensation, consultants recommended a salary range of $130,000–$150,000 to attract a strong field; committee members discussed internal equity and the county's existing pay scale. Committee members asked staff to confirm budget and employee-count numbers in the brochure and recruitment materials before publication.
The committee approved sending the recruitment materials and associated documents to the full county board and set schedule details (including a kickoff meeting on February 24, moved to 4:00 p.m.) and assessment dates in mid-March. Consultants said they would finalize materials once staff supplied a few clarified budget figures.
