C. The Application and Interview Process

1. Responding to a position announcement

Once you have identified positions and institutions that you want to pursue, you need to make the initial contact. This may be in the form of a letter or phone call of inquiry, particularly if you have questions about the position. The first contact may also be the formal letter and application packet. If you have interest and work in diversity, you may want to mention your interest.

Once you make the initial contact, your status as a woman and/or person of color will likely be apparent. If you are contacted for an interview, you may want to ascertain:

a. How much of the pursuit is based on your ethnic minority status and/or female status,
b. How much is based on your abilities as a psychologist and scholar, and
c. How much it matters to you which reason is primary.

2. The interview/visit to the institution

Assuming your expertise and skills are in line with those being sought by the institution, you may be invited for a visit and interview. This is a time during which you can learn more about the institution's commitment to diversity, among other things. You should investigate several areas during your visit. Gauge how comfortable the department representative is in discussing diversity issues, the department/institution's progress on diversity issues, and the role that you would play with regard to diversity. The level of comfort that faculty members and administrators demonstrate and the progress to date on these issues will give you some idea of how strong the institution's commitment is to diversity.

If the department cannot articulate what the role of an ethnic minority faculty member would be or if there are few female faculty members, this is a good indication of the extent the department has examined these issues. Sometimes it is evident that a department or institution believes that valuing diversity simply means increasing the number of ethnic minority and women students and faculty on campus. Once again, these issues have not likely been thought about or discussed in any real depth.

Departments set aside times for the applicant to engage in interviews with various people, ranging from the Dean to faculty to students to the position selection committee. Your responsibility is to demonstrate your strengths and fit for the position. But these interviews also afford opportunities for you to learn more about the institution, the department, and the community. Be ready to respond to questions such as "Why did you select this institution for a possible position?" But also be equally ready to raise questions such as "How do you, as a Dean, view the quality of the department?" or "How are ethnic minority and women students supported in the program?"

During the interview, you can learn more about many things, including the institution's commitment to diversity. You should thoroughly investigate the degree of fit between your research and teaching interests and the needs of the institution. Although it is important to investigate this fit very broadly, for many ethnic minority and women applicants, the department and the institution commitment to diversity issues may also be quite important. In this area, you should gauge how comfortable the department representative is in discussing diversity issues, the department/institution's progress on diversity issues, and the role that you would play with regard to diversity.

It can be valuable to identify the background and interests of the department's faculty before you apply; doing your homework confirms that you have more than a passing interest in the position.

It is also helpful to know if any other ethnic minority and/or women faculty are on campus. It is particularly important in the case of ethnic minority faculty on predominately White campuses. Do not underestimate the importance of social and lifestyle issues when making a move to a new position. Living happily in an academic position is not simply about tenure. Being the only member of a particular group in the community might be an isolating experience no matter how much you enjoy the job. Similarly, if you are single or have children, the community issues are ones which you should explore before accepting the position. This is particularly true for ethnic minority faculty members in a predominately White institution. If an ethnic minority community is available, participation in the activities of this community can be a critical contribution to personal survival in the institution. It is equally important to check on the availability of essential services and products. For example, is there someplace in the community that is familiar with African American hair or do the local grocery stores carry ingredients for ethnic foods? It is also important to make sure that needed health care professionals and facilities are readily available.

Women and ethnic minority faculty members are often requested or are drawn to do service within the community. This can be quite helpful in making professional and personal contacts in the community beyond the campus. These requests may be quite numerous and, although highly valued by the community, it is important to remember that these activities are often the least valued in the promotion and tenure process. It is also important to realize that involvement in community activities and projects can be a critical element in personal support. This is particularly true for ethnic minority faculty members in predominately White institutions.

Other female and ethnic minority faculty on campus, especially if they are senior tenured faculty, can also provide you with important information. You may want to find out if ethnic minority and/or female faculty members have left this institution before tenure or following unfavorable promotion and tenure decisions. Ask if you can talk with ethnic minority and/or female faculty members, administrators, professional staff, students, and community representatives during the visit as part of your interview schedule.

A related issue, particularly salient for ethnic minority candidates, is the availability of research populations. Many ethnic minority faculty members have research interests which require ethnic minority research populations. If your research has such a focus, it is helpful to know if these populations are readily available in the area and if connections have already been made with these populations. Or find out if the department will support necessary travel to locations where these populations are located.

You should give careful consideration to what you will wear for your first interview at the institution, because appearance makes a strong impression. You should look professional and yet fit in with the atmosphere on the campus. Knowing something about the institutional climate will pay off, as you will want to gear your image to the campus. For example, if the campus is small, in a rural area, and your visit will be in the middle of winter, you might decide to make a less formal appearance than in other situations. Ethnic minority candidates may wonder if they should wear clothes that speak of their ethnic background to an interview. Again, knowing the environment would be helpful in making this decision.

Specific questions you should seek answers to during your visit include:

• Can members of underrepresented groups really succeed in this system?

• Is this environment truly hospitable and encouraging to women and ethnic minorities?

• Is diversity really valued or just considered an unavoidable political necessity?

These questions cannot always be asked directly but you may be able to discern the answers during the course of the visit.

On most campuses you will be invited to present a colloquium of about 1 hour to faculty and students during your visits. Choose a topic that is congruent with the job functions-a research study, possibly based on your most recent work, would be expected at a traditional research institution. This presentation serves not only to indicate your knowledge of research, but also to demonstrate your teaching abilities and your attitudes toward students. Use media and handout outlines to increase your effectiveness and to organize your presentation. Expect to have questions, some of which will require you to reply to alternative interpretations of your results. A good way of preparing is to practice your colloquium with your present colleagues to assure a smooth delivery and time management. Have a colleague or mentor critique your content and delivery for clarity, distracting mannerisms, etc.

Many institutions put heavy stock in teaching ability. At such institutions, in addition to or instead of delivering a standard colloquium, the job applicant may be asked to present a lecture to an undergraduate class in order to assess the applicant's ability in that forum. As in a standard colloquium, being prepared, comfortable, and able to communicate at various levels will often be key to a positive assessment of your teaching ability.