A key to the success of the project will be the ability to identify and qualify all candidates based upon key skill sets and expertise. The database will be designed to search for traditional experience as well as the specialized experience and skill sets outlined in the application each candidate will submit.

A search of the database by an NDDI Staffer, once the client (the hiring organization) submits a job description, will identify candidates for consideration– but with no contact information. Should the client wish to consider the individual, the NDDI staffer will request permission of the jobseeker to present the individual as a candidate. Assuming there is mutual interest, the resume will be submitted along with the supplemental information in the application. A record will be kept by the NDDI and, if the candidate were referred, for example, by an alumni association, the association will be informed and thanked.

The NDDI may develop several ways to reach candidates with news of job openings. A regular mailing may circulate listings with invitations to candidates to express interest. A search of the database may identify several potential candidates for a position and an email will be sent to each one with detailed information about the position. The potential candidate can respond and agree to explore the situation initially by contacting the NDDI staffer. Also, there will be a section of the website where job opportunities may be posted for review. The hiring organization will have the option to be named or identified by a number.

Variations of this scenario can occur. For example, if the individual sees an opportunity posted by the NDDI and wishes to apply for the role, this can be arranged by having the individual enroll in the database and ask to be considered. The individual can also indicate broader interest in opportunities, while pursuing that specific role.

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)