University of Glasgow

The selection and appointment procedures reflect the close involvement of our NHS partners, and their wish to encourage recruitment of trainees into their locality. All selection processes and criteria are under continuing review and, whilst the information below is correct at the time of submission, the most up-to-date information will be on our website.

Relevant experience is important and can be gathered in a range of settings.  We expect eligible candidates to have worked either under the supervision of a Clinical Psychologist or been supervised in a relevant context in which Clinical Psychologists work (e.g. NHS, Academic or Third sector organisation or research setting).

Shortlisting: All applications (anonymised) are assessed, independently by a panel of NHS Board representatives or clinical supervisors and programme organisers using standardised scoring criteria. On the basis of candidates' applications, the short-listing panel considers:

1. Evidence of academic strength
2. Evidence of strength in research
3. Exposure to experience in relevant settings
4. Approach to professional issues
5. Values and ethics

Based on these criteria we assess candidates' overall readiness for training in clinical psychology.

We expect that our candidates will bring different profiles of strengths based on their pathways and experiences towards training. We ensure that candidates meet minimum criteria across all of these domains.

Once shortlisting is complete, candidates are ranked.  Top ranked candidates, along with candidates that have opted in to the disability confident scheme and meet all minimum criteria, will be invited for interview.

Following shortlisting those candidates invited to interview are provided with information regarding NHS Boards and training alignments. Prior to interview, candidates are asked to indicate their preferences for the NHS Boards and alignments in which they wish to be considered to undertake their training.  These preferences will be considered during the final allocation process.

At the time of writing, we plan to hold our interviews online, however this may change.  The most up to date information will be on the University website.

Candidates invited for interview are offered the opportunity to meet remotely with two current trainees ahead of the interview.  This allows candidates to ask questions and test technology.

Interview: since 2020, the interview has consisted of a single meeting lasting 45-50 minutes.  The panel is comprised of academic and clinical representatives and candidates will be will asked questions from both domains.  The questions are also provided in written format.

Role play: Candidates also take part in a structured role-play scenario. The aim of role-play is to enable the assessment of candidates' interpersonal and reflective skills. The role-play scenario depicts a work-based situation involving an interaction with a colleague with whom you have a professional relationship. The session is recorded and later assessed by a role play assessor panel.

The role-play assessor panel consists of two trained role-play assessors normally including at least one clinical psychologist and one expert by experience. Role-plays are conducted with actors who are experienced in working with undergraduate and postgraduate students in the College of Medicine at the University of Glasgow. 

Candidates are informed by email, usually within 2 weeks of completion of the interview process.

• All offers of a place on a course are dependent on satisfactory criminal record and health checks.
• Candidates that have been unsuccessful at interview are offered the opportunity to receive feedback if requested.

Equal opportunities

The University of Glasgow and NHS Scotland Boards are committed to promoting diversity and welcome applications from under-represented groups. We recognise the importance of our training cohorts, and indeed the profession, more closely representing the populations that we seek to serve.  The selection process will not discriminate against any applicant on the grounds of gender, transgender status, race, age, disability, sexual orientation, religion or belief, marriage or civil partnership, pregnancy and maternity.
University of Glasgow Equality and Diversity Policy
Equality, Diversity and Human Rights: NHS Scotland PIN Policy

Contextual admissions

Our programme is considering developing contextual recruitment processes. 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 us to recognise individuals with strong potential for success at doctoral level and within the profession, who otherwise might not have been identified.

The Group of Trainers in Clinical Psychology or GTiCP (a group involving representatives from Programmes across the UK) have agreed a set of questions, based on current evidence, that are likely to improve the inclusivity and equity of recruitment processes.  The Clearing House will circulate this survey to collect Contextual Admissions data separately from the application form. Completion of this survey is optional, however if you are able to answer any of the questions which provide some additional background about you, and you are happy to provide this to us via the Clearing House, then we would encourage you to do so.

We will in due course provide further details on our website about how we will use the data collected in the survey.

Disability Confident / Applicants with disabilities

The Programme participates in the Disability Confident Scheme: Applicants who identify themselves as a disabled person and opts into the guaranteed interview process will be offered an interview where

• The applicant meets the eligibility requirements including academic requirements, GBC right to work and language requirements and
• The applicant meets the minimum entry criteria by achieving a score of 12 or higher, as rated by two independent members of the short-listing panel, on our short-listing criteria.