A key to the success of the project will be the ability to identify and qualify candidates based on 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. Assuming the candidate wishes to not release his/her identity, the resume will omit name and location.

A search of the database by an NDDI Staffer, once the client submits a job description, will identify the candidate for consideration but with no personal information. Assuming the client wishes to contact the individual, the NDDI staffer will request permission of the jobseeker to reveal his/her contact information. Once that is given, the resume with contact information will be submitted. 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 outreach options so that candidates are aware of the job postings. There can also be opportunities for candidates that a search of the Database has identified. A potential candidate may receive an email about being considered for a specific opportunity. Also, there may be a regular sharing of opportunities via a subscriber mailing list. In addition, there will be a section of the website where new job opportunities may be posted for review. The hiring organization will have the option to be named or simply identified by a number.

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)