Howard County advisory board sets screening, interview plan for inspector general search; clarifies Robert Half role

Howard County's Inspector General Advisory Board clarified June 17 how the county's Human Resources office and contracted search firm Robert Half will share screening, interviewing and reference-check responsibilities in the recruitment for the new inspector general position.

The board discussed logistics for screening resumes, legal constraints in the enabling legislation that require use of a professional search firm, and a two-tier interview plan that would narrow candidates before a final selection. Board members and county staff also agreed on a timeline: the job announcement was posted June 6 and remains open through July 11; HR reported 18 applicants so far, about five of whom meet the stated minimum qualifications, and HR expects to provide the board a packet of qualified candidates roughly one week after the closing date.

Why it matters: the county code requires the advisory board to conduct an open search that incorporates a professional search firm. The board and staff spent the meeting resolving how that legislative requirement will fit with HR's ongoing review of direct applicants and the services being provided under the county contract with Robert Half.

County HR representative Anju Bennett said the Robert Half contract was recently approved and that the firm has been asked to coordinate with county staff. "They would do all of them because the problem with the bifurcated system is this," Bennett said, describing the firm's role in reviewing candidate qualifications and performing additional background screening if the board desires. Bennett also noted the typical placement fee structure for search firms: "it is 25% of the salary that is offered to the selected candidate," she said, adding that the county does not customarily pay a fee for candidates who applied directly to the county portal if the firm did not source them.

Legal counsel Amanda Myhill reviewed the enabling code language cited by the board and summarized its requirement: the advisory board must "conduct an open search process, including the use of professional search firms to solicit candidates," and the board "shall select a candidate from a list of qualified candidates." Myhill said the code requires incorporation of a search firm in developing the list of candidates to interview but does not require the board to select only from candidates sourced exclusively by the firm.

Board members discussed practical implications. HR reported that of the 18 applications received so far, about five appear to meet the minimum qualifications; staff estimated HR would likely forward a set of the most-qualified candidates about a week after the July 11 closing date (the board discussed a target of July 18 for that packet). The board agreed to a two-tier interview model: an initial screening panel of at least four members to conduct preliminary interviews, followed by a second round with three members — including at least one member with inspector-general experience — for deeper interviews. Board members said they expect to interview a short list (five to 10) rather than dozens of applicants.

Reference and background checks will be completed after the interview stage, with at least one board member present for calls or discussions. Bennett said the county runs criminal background checks as a standard hiring step and that HR could perform reference and disciplinary checks or coordinate with the search firm to do so if the board prefers.

Timeline and next steps: board members agreed to submit preferred interview questions in two sets — one intended for a first-round screen and another for follow-up interviews. Board member Dennis (last name not specified in the transcript) asked members to send their preferred questions to him by July 8 so he could consolidate responses ahead of the board's next meeting, scheduled for July 15 at 6:30 p.m. The job posting will remain open through July 11.

Votes at a glance: at the start of the meeting the board approved the minutes from its May 22, 2025, meeting by voice vote. The motion to approve the minutes was made during the meeting and the chair announced the motion passed following an "aye" voice vote.

The board closed the session having set screening roles for HR and the search firm, agreed a two-tiered interview plan, and established near-term deadlines for candidate materials and interview-question consolidation. The board scheduled its next regular meeting for July 15 at 6:30 p.m. and will reassess the number of candidates and the panel composition once HR delivers the post-closing candidate packet.