While hiring organizations are most interested in candidates from traditional backgrounds, e.g., hiring professionals with agency backgrounds for an agency position, there are other related career paths that may yield fully qualified candidates. Often, hiring managers do not have the time or resources to do the additional research required to look in those directions. With the resources available through the NDDI, those extra steps could be taken.
Hiring organizations would be presented with candidates that potentially have both traditional and non-traditional backgrounds that broadly meet their requirements with no additional research needed. The hiring manager would then decide how to proceed.
There are a wide range of both traditional and non-traditional organizations that can be tapped to link their resources to the NDDI. There would be no conflict for providing the information to the NDDI and these organizations would be credited as the source of the job description and the candidate referral. Here are a few examples: Schools of Communications/Alumnae Associations, outreach to specific ethnic group publications, outreach to community/nonprofit associations and national communications/marketing associations including the Public Relations Society of America. For a more detailed list, see the Proposal: Section p.9 section II #2 of potential organizations/resources.
Read the whole series:
- Creating a new Organization to Identify Diversity Candidates Nationally (1 of 10)
- The National Diversity Database Initiative (NDDI) is Different from any other Job Bank. (2 of 10)
- How will the National Diversity Database Initiative (NDDI) Yield Diversity Candidates with Traditional and Non-Traditional Experience? (3 of 10)
- How Will Candidates in the National Diversity Database Initiative (NDDI) be Identified and Qualified while Protecting their Confidential Information? (4 of 10)
- Two Critical Steps for the National Diversity Database Initiative (NDDI) to Succeed. (5 of 10)
- Embracing Foundational Values Guiding the National Diversity Database Initiative (NDDI) (6 of 10)
- How Shall the National Diversity Database Initiative (NDDI) be Governed? (7 of 10)
- What is the Detailed Process to Communicate with Potential Candidates for Job Opportunities? (8 of 10)
- What Steps Ensure that the Job-Hunting Process via the National Diversity Database Initiative (NDDI) is Confidential? (9 of 10)
- What are the next steps to building support for the National Diversity Database Initiative (NDDI)? Become a sponsor and contact: Judy Cushman, email@example.com (10 of 10)