The NDDI model is built on trust and mutual respect. As a matter of policy, provisions have been outlined to protect both the identity of the individual and the hiring organization.

When a profile is submitted, the jobseeker (candidate) will specify how the information may be shared. No information will be released until the candidate gives permission to do so. The candidate may prefer that the identity be protected initially when submitted for an opportunity, and then the jobseeker will be assigned a file number. If the hiring organization wishes to contact the jobseeker, that is when personal information will be provided by the NDDI, again, with permission of the candidate. At that time, the identity of the hiring organization is provided (if it hadn’t been before).

The key to maintaining the confidential nature of the process, will be the role of the staff manager at the NDDI. The manager will act as an intermediary to search the database for candidates that meet the general qualifications of the job description provided by the hiring organization/client.

The manager will then ask permission of the jobseeker to submit the resume to the client. Records will be kept of these actions, should follow-up be necessary. Once the candidate profile is submitted to the client, it is the client’s responsibility to provide feedback to the individual as well as the NDDI staffing manager. Candidates will be asked to evaluate their experiences with the process and suggest improvements and/or adjustments.

It is essential that the process be tracked to be sure candidates are fully informed of their status in order to build trust and a long-term relationship with them. The ability of the NDDI to become an important source of referrals depends upon effective communication over the long term.

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)