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 subject to continual improvement.

Specifically the initial screening and shortlisting process, and the structure of interviews are currently under review by the selection subcommittee for the 2026 recruitment cycle. Whilst the information below is correct at the time of submission the most up-to-date information will be on our website.

Shortlisting

We are considering using an additional assessment task for shortlisting. Please see our website from 1 September 2025 for further details.

Applications are subject to an initial screening process ensuring basic requirements are met, including:

• academic achievement
• Unrestricted right to work in the UK
• GBC
• Language requirements 

All applications (anonymised) are then assessed, independently by a panel consisting of an NHS Board representative and a programme team member. Panellists rate each application independently 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. These domains are included in the assessment of minimum criteria for inclusion in the disability confident scheme.

We expect that our candidates will bring different profiles of strengths based on their pathways and experiences towards training.

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 and to take part in the “role play” task. Both are conducted remotely using MSTeams.

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 used to match successful candidates to posts during the final allocation process.

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.

Role play

Candidates also take part in a structured role-play scenario. Candidates will be sent information and an MSTeams meeting link ahead of the task. This will take place during the weeks preceding interview. The aim of the 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 up to three 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.

Interview

Interview structure and duration are currently under review. The most up-to-date information will be on our website.

During the 2025 selection cycle,  interviews consisted of a single meeting of 40 minutes duration. The panel is comprised of academic and clinical representatives. Questions will delivered verbally and will also be provided in written format.

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

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 scheme 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 shortlisting criteria as rated by two independent members of the short-listing panel, on our short-listing criteria.