Selection process
Shortlisting
Preliminary, “paper-based” selection for NHS candidates is undertaken by programme staff and clinical psychologists working in the region.
At this stage, applications are assessed on the basis of the applicant’s academic record, clinically relevant experience and suitability statements. It is helpful to include a suitability statement from a Clinical Psychologist. Assessments are guided by a standard grading system, and applications are anonymised during shortlisting.
For the 2026 entry, we interviewed 150 candidates from 1,642 applicants for 60 NHS-funded places.
Interviews
Candidates interviewed for NHS-funded places attend two interviews:
- a clinical, research and academic interview, conducted by a member of the course team and a Clinical Psychologist working in the region; and
- a service user/carer interview, conducted by a Clinical Psychologist working in the region and a service user or carer.
Candidates also have an opportunity to meet current trainees and attend a presentation by course staff.
Shortlisting scores do not contribute to the final selection decision at interview. All candidates who reach the interview stage are considered on the basis of their performance at interview.
Contextual recruitment
Many clinical psychology training courses, including ours, are developing contextual recruitment processes. For the 2027 intake, the Clearing House will circulate a survey on behalf of participating courses to everyone who applies. The survey asks about aspects of applicants’ educational, social and economic background, including experiences such as receiving free school meals or income support, being in care, family estrangement or caring responsibilities, widening-participation support, and postcode at age 17. This information can help course centres consider applicants’ achievements in context and identify individuals with strong potential to succeed at doctoral level and within the profession who might otherwise have been overlooked.
For further information about the survey and how the information is used, please see the Data Protection and Privacy section of the Clearing House website.
Positive action
We use positive action on the basis of ethnicity and gender at the interview stage.
In 2026, we offered additional interviews to candidates from ethnically minoritised backgrounds who met the shortlisting criteria. This process aims to improve the representation of ethnically minoritised groups and uses information that candidates have given us permission to use when applying through the Clearing House.
All candidates are interviewed without their shortlisting score having any impact on the final selection decision at interview.
Pre-employment checks
Any offer of a place is subject to satisfactory completion of the required 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.
Further information is available in the Disclosure and Barring Service Policy.
Occupational health check
Successful candidates must complete an occupational health check before taking up their post. This is to ensure that they are physically and psychologically capable of carrying out the role and do not present a risk to the vulnerable people with whom they will be working.
The Health and Care Professions Council (HCPC) publication A disabled person’s guide to becoming a health professional provides useful information for applicants with health problems.
