University of East Anglia

We pride ourselves on having a straightforward, fair and robust approach to shortlisting and interviewing. We are not looking to ‘catch out’ candidates. We assess against criteria that directly relate to the role of a Trainee Clinical Psychologist. Some of the key things that we consider in both our shortlisting and interviewing process (more fully outlined in the Person Specification) include:

• demonstrating a good understanding of research design principles;
• the ability to develop a research proposal;
• the ability to demonstrate basic clinical skills, and the potential to develop more advanced clinical skills;
• the ability to link theory and practice, and to demonstrate potential for development of core psychological skills including hypothesis testing and formulation;
• the capacity to reflect on one's own experience and to learn from it;
• personal and professional qualities consistent with NHS values and standards, including particularly demonstrating values of inclusion and respecting diversity and individual difference.

Shortlisting

Each form is considered and rated independently by two experienced Clinical Psychologists, one representing UEA and one representing local NHS services.

For the last few years, we have conducted our short-listing in two phases. This process is under continual review and the below narrative explains how we have conducted this process for recent cohorts.

In the first phase, all forms were checked for key eligibility criteria (for instance GBC, right to work, and language requirements). Scoring of the applicant’s academic achievements was also conducted at this stage. Further, references (Suitability Statements) were subject to a preliminary check and review. 

In the second phase, the form was reviewed with identifiable information and academic achievements removed. This element of the review included scoring of the quality of clinical and research experience, the quality of the application and the extent to which the candidate expressed realistic expectations of training. The Academic and Relevant Experience references Suitability Statements were also reviewed and scored at this stage. Applicants are ranked in order of total scores and interviews offered based on ranking.

Our guidance to short-listers emphasises the importance of considering readiness to train in a broad sense and consider where possible a candidate’s opportunity to obtain relevant experience.

Please note that each year we remove a number of candidates for not meeting key essential criteria. Two of the most common reasons are missing references and not providing appropriate transcripts for relevant degrees.

Applicants who are not offered an interview are provided with information about the shortlisting criteria and a list of common reasons for an applicant not being offered an interview.  These can be used to evaluate their own application. Unfortunately, due to the numbers of applications we receive, we are unable to offer individual feedback following shortlisting.

Interview

Since 2022, the programme has adopted a model of having a single admissions interview covering both clinical and academic/research areas. This combined interview is 75 minutes in length.

The nature and format of our interview is under continual review, and we will provide more information about what to expect if you are invited to interview.

The interview panel typically includes a member of the Programme team, a Clinical Psychologist working in local NHS services, and a Service User/Carer Representative. Interviews are conducted using a standard set of questions and scenarios to aid consistency.

We anticipate that interviews for NHS-funded candidates will be conducted face-to-face at UEA for the 2026 admissions window.

We are currently reviewing the process for interviews for self-funded international candidates. In previous years we have offered these primarily online. We are consulting on whether we will also offer an option of an in-person interview if this is preferred. We will confirm this if you are invited to interview.

During in-person interviews, current trainees will be on hand to support interviewees, answer questions about the course and share their training experience. 

Our interview will include questions that will help us understand if you are suitably prepared and have the potential to successfully complete clinical training, considering the various elements of the role. Amongst other questions, you can expect the interview to include a brief role-play addressing a specific clinical situation. You can also expect the interview to include a critical analysis of a research abstract. You will be sent various materials to read and guided through all the interview materials by the panel. You will be given time to read these materials within the interview.

We ask that all applicants respect the integrity of the interview process by not sharing interview materials or questions with other prospective candidates after their interview.

Applicants are expected to demonstrate their knowledge and understanding gained in their undergraduate psychology degree and have a good working knowledge of clinical psychology in the NHS. As well as the criteria outlined above for both shortlisting and the interviews, applicants should note that consideration is also given to any fitness to practise or professionalism issues that arise during the shortlisting or the interviews process in relation to entry on to the programme.

Successful applicants will be notified by e-mail shortly after the interviews. Unsuccessful applicants from the interviews will also be notified at this time. Some candidates may be offered a place on a reserve list, and we will then contact you directly if a place subsequently becomes available. Please note that we do not advise candidates of their position on the reserve list.

Candidates who are not successful in their interview will be offered the opportunity for a brief phone call with a member of the interview panel to offer feedback. In this case, we will contact you with instructions about this.

Finally, please note that we review and revise our admissions process each year. Therefore, all aspects of this process may be subject to change in the future. Information provided about our processes in previous years is for reference only. If you are invited to interview, we will write to you including information about what to expect on the day. However, please remember that we will not change our overall ethos of providing a fair interview process that aims to ‘get the best’ out of all candidates.  
 

Equal opportunities

We firmly believe that to address the needs of the NHS in the long term, our workforce of Clinical Psychologists needs to become more diverse, and more effectively represent the populations and groups that we serve. We welcome applications from candidates with diverse backgrounds and seek to promote and support diversity across the wider programme and department. Whilst on training, we have a number of ways of supporting people from diverse backgrounds and are seeking to build these further.

Here is the university’s EDI policy

In recent years, we have worked hard to develop and improve our approach to shortlisting and interviewing such that we seek to understand and mitigate against bias, consider and respond to equality of opportunity (in particular in gaining appropriate experience), and ensure our shortlisting and interview criteria are relevant and clearly evidenced. There is some emerging evidence that some of these efforts have resulted in more representative cohorts in regard to ethnicity and social class.

In terms of our approach to training, we think it is important to ensure that trainees are equipped to work effectively with people from backgrounds which are different than their own, and additionally to support developments in the research and evidence base which allows this to be more meaningfully applied to minoritised groups and populations.

Over recent years, we have also worked hard to improve the preparedness of our supervisors to work with trainees who have different backgrounds to their own. Our EDI committee have developed and we have consequently implemented a ‘trainee passport’ which is intended to scaffold conversations between a trainee and their supervisor or programme staff about their identity and communicate helpful support. 

Contextual admissions

In 2022, we adopted a process of contextual shortlisting for funded candidates, in line with wider national developments, and recognising the need to ensure that our process supports and accounts for merit of application and the potential for disadvantage. Following further review and evaluation, we refined and adjusted this process for 2023, 2024 and 2025, and intend to broadly replicate this process for 2026. Our approach to this is informed by evidence and national data.

Applicants with disabilities

We do not adopt Disability Confident. Wherever possible, appropriate accommodations are made at interview for those with a declared disability.  Please inform us at the earliest opportunity if this is the case.

For successful trainees, the university has a broad range of support available. More information about these processes see:

• UEA Disability Support
• UEA Learning Enhancement Team