To encourage initial substantial support for the NDDI, organizations with significant staffing needs will be offered attractive benefits. The primary one will be the ability to post many openings (numbers to be determined) at no additional cost along with receiving priority service. This is in consideration of the financial or in-kind contributions pledged to the NDDI.

The client (hiring) organization will tap the expertise of the staff Database Manager. The objective will be to determine the most comprehensive approach to querying the database for diversity candidates with both traditional and non-traditional experience. For example, if a communications/PR agency were seeking an Account Director to support efforts in specific Hispanic markets, a traditional current role would be a Senior Account Executive with bilingual skills.

A non-traditional skill set might be a Spanish speaking professional in a community relations role who has lived in a Spanish speaking region but has no agency experience. The agency could then consider all the options and determine what value a non-traditional hire could bring to the organization. In a competitive marketplace, the non-traditional option may be the only option.

Depending upon the situation, the hiring organization may identify itself when the job is first posted or that information may be shared selectively. The identity, for example, may only be revealed to candidates that are of potential interest.

Another posting option, for instance, if there were a need for a variety of staff hires, would be for an organization to post a general, exploratory announcement. Some details would be provided about the opportunities with a few comments about the type of available roles. In all cases, the sponsoring organization would be receiving expedited service: to review candidate qualifications, obtain permission to share biographical information and forward the information to the hiring organization.

Review the complete National Diversity Database Initiative (NDDI)

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Read the whole series:

1. Creating a new Organization to Identify Diversity Candidates Nationally (1 of 10)
2. The National Diversity Database Initiative (NDDI) is Different from any other Job Bank. (2 of 10)
3. How will the National Diversity Database Initiative (NDDI) Yield Diversity Candidates with Traditional and Non-Traditional Experience? (3 of 10)
4. How Will Candidates in the National Diversity Database Initiative (NDDI) be Identified and Qualified while Protecting their Confidential Information? (4 of 10)
5. Two Critical Steps for the National Diversity Database Initiative (NDDI) to Succeed. (5 of 10)
6. Embracing Foundational Values Guiding the National Diversity Database Initiative (NDDI) (6 of 10)
7. How Shall the National Diversity Database Initiative (NDDI) be Governed? (7 of 10)
8. What is the Detailed Process to Communicate with Potential Candidates for Job Opportunities? (8 of 10)
9. What Steps Ensure that the Job-Hunting Process via the National Diversity Database Initiative (NDDI) is Confidential? (9 of 10)
10. What are the next steps to building support for the National Diversity Database Initiative (NDDI)? Become a sponsor and contact: Judy Cushman, jcushman@jc-a.com (10 of 10)