The details are here, and they include this discussion of further particulars:
We seek to appoint a Senior Lecturer or Associate Professor (grade 9) in international politics with an emphasis on the politics and policy of the European Union. International Politics constitutes a core element of both our successful Masters Programme in International Conflict and Cooperation (ICC), our BA programmes in Politics and International Politics, and our professional doctorate in diplomacy. The appointee will contribute to both doctoral, Masters and undergraduate provisions and to our Centre for Policy, Conflict and Co-Operation Research. An ability to deliver the introductory module Introduction to International Politics (POLU9X3) at undergraduate level is essential. The appointee will also play a key role in delivering our ICC Masters and Doctor of Diplomacy programmes. A taught specialism in fields such as European Union politics and policymaking (preferably in the context of international politics), EU in the context of international organisations, and EU public policy – as well as its intersection with concepts such as gender, sexuality, and race – would be particularly welcome. As well as making a significant contribution to our Masters and undergraduate programmes, the appointee would be expected to pursue a programme of research, including research outputs and funding applications, to undertake postgraduate research supervision relevant to their expertise and to undertake administrative duties as prescribed by the Head of Division.
Why do we make reference to ‘gender, sexuality, and race’ in the FPs?
6 of our 8 permanent lecturers are men and 8 are white. We are not interested in simply reinforcing the imbalances that are already there. So, we worded the ‘further particulars’ to make sure that people know we have realistic hopes of producing a more diverse and gender-balanced short list. Usually, job adverts will have a pro-forma statement about equalities, but we are trying to go one step further to signal – albeit with rather subtle cues – that we have thought about this issue a bit more; that we’d like to expand our networks and the ways in which our staff approach the study of politics. We are trying to make sure that our current set up does not put off women or people of colour from applying, recruiting from a subject pool in which there is (I think) a relatively good gender balance, and signaling support for research topics that might help expand our current offering.
The more general advice
I am your pre-interview contact point and recommend that you get in touch with me before you apply. In the meantime, here are some tips on the application and interview processes.
The application process:
- At this stage, the main documents are the CV and the cover letter.
- You should keep the cover letter short to show your skills at concise writing. Focus on what you can offer the Division specifically, given the nature of our call and further particulars.
- Shortlisted candidates at this level will almost certainly be established lecturers with a strong record on publications, income, and leadership – so what makes you stand out? Note that you will have the chance to play an important part of a group which is small enough (about 9 in Politics, as part of a larger Division) to act collectively – to, for example, influence its research direction (as a group, we hold 6 x 90 minute research workshops per year for that purpose).
- Focus on what you have already done when discussing what you will promise to do over the next five years. Those plans seem more realistic if there is already some sort of track record.
- We take teaching very seriously. Within our division, we plan an overall curriculum together, discuss regularly if it is working, and come to agreements about how to teach and assess work. We pride ourselves on being a small and friendly bunch of people, open to regular student contact and, for example, committed to meaningful and regular feedback. You might think about how you would contribute in that context. In particular, you should think about how you would deliver large undergraduate courses (in which you may only be an expert on some of the material) as well as the smaller, more specialist and advanced, courses closer to your expertise.
The interview process
By the interview stage, you should almost certainly have a conversation with me to make sure that you are well prepared. For example, here are the things that you really should know at that stage:
- The teaching and research specialisms of the division and their links to cross-divisional research.
- The kinds of courses that the division would expect you to teach.
- Perhaps most importantly, you need to be able to articulate why you want to come and work at Stirling.‘Why Stirling?’ or ‘Why this division?’ is usually the first question in an interview, so you should think about it in advance. We recommend doing some research on Stirling and the division/ faculty, to show in some detail that you have a considered reply (beyond ‘it is a beautiful campus’). We will see through a generic response in a heartbeat and, since it is the first question, your answer will set the tone for the rest of the interview. You might check, for example, who you might share interests with in the Division, and how you might develop links beyond the division (for example, the Centre for Gender & Feminist Studies in our school) or faculty (such as the Faculty of Social Sciences) – since this is likely to be a featured question too.
- Then you might think about what you would bring to the University in a wider sense, such as through well-established (domestic and international) links with other scholars in academic networks.
- Further, since ‘impact’ is of rising importance, you might discuss your links with people and organisations outside of the University, and how you have pursued meaningful engagement with the public or practitioners to maximise the wider contribution of your research.
The presentation plus interview format
- In our system there tend to be presentations to divisional (and other interested) staff in the morning, with interviews in the afternoon. The usual expectation is that if you can’t make the date, you can’t get the job (although we can make accommodations to help you apply).
- We recommend keeping the presentation compact, to show that you can present complex information in a concise and clear way. Presentations are usually a mix of what you do in research and what you will contribute in a wider sense to the University.
- The interview panel varies according to the seniority of the role. For senior lecturers, the panel will have five members: one subject specialist from the Division, one other member of the Faculty (not necessarily from our division), the Head of Faculty of Arts and Humanities, a senior manager of the University (in the chair), and a senior academic in another Faculty (by the time of interview you should know what these terms mean at Stirling).
- So, note that 1 member will be a subject specialist (in Politics). This means that (at the very least) you need to describe your success in a way that a wider audience will appreciate (for example, you would have to explain the significance of a single-author article in the APSR!). It sounds daunting, but we are a friendly bunch and want you to do well. You might struggle to retain all of our names (nerves), so focus on the types of question we ask – for example, the general question to get you started will be from the senior manager, and the research question from the divisional representative. There will be 4 men and 1 woman on the panel.