Preliminary, paper-based selection for NHS candidates is undertaken by programme staff and regional psychologists.
At this stage, attention is paid to the applicant's academic record, clinically relevant experience, and referee reports (it is helpful to have a reference from a Clinical Psychologist). These assessments are guided by a standard grading system. We anonymise applications at the short-listing stage.
For the 2025 entry, we interviewed 144 from 1524 applicants for 60 NHS places. Each interviewee for NHS places attended two interviews, focusing on clinical/research/academic, and service user/carer topics. The clinical/ research/academic interview is carried out by one member of the course team and one Clinical Psychologist working in the region. The service user/carer interview is carried out by a Clinical Psychologist working in the region and a service user or carer. There is also an opportunity to meet current trainees and attend a presentation by course staff.
Many clinical psychology training courses, including ours, are developing contextual recruitment processes, and the Clearing House will circulate a survey on courses’ behalf to everyone who applies for the 2026 intake. This is based on evidence that contextualising individuals’ achievements using additional information about their educational, social and economic background can lead to fairer and more inclusive selection processes. In particular, this information could help course centres to recognise individuals with strong potential for success at doctoral level and within the profession, who otherwise might not have been identified. For more information about the survey please see the Data Protection and Privacy section of the Clearing House website.
We use positive action on the basis of ethnicity and gender at the interview stage. In 2025, we offered additional interviews to candidates from ethnically minoritised backgrounds meeting short-listing criteria. All candidates are interviewed without their short-listing score having any impact on the final selection decision at interview. This process aims to improve the representation of ethnically minoritised groups and uses data that candidates have given us permission to use when they applied via the Clearing House.
Pre-employment checks
Disclosure and Barring Service (DBS) check
Any offer of a place will be conditional upon satisfactory completion of an Enhanced Disclosure and Barring Service (DBS) check. The Disclosure and Barring Service Policy has further information.
Occupational health check
Successful candidates must have an occupational health check before they take up their post to ensure that they are physically and psychologically capable of doing the job and that they do not present a risk to the vulnerable people they will be working with.
The Health and Care Professions Council (HCPC) publication, a disabled person’s guide to becoming a health professional, provides useful details for those with health problems.
