University of Surrey

We do not currently have any short-listing tests.

Our selection process is summarised below.  Please see our website for more details.

Selection is based on applicants:

Meeting the expected entry requirements

• as detailed on our Entry Requirements page.

Being short-listed through the application form screening process

• Applications are read by a programme staff team member and scored according to the person specification for the role of Trainee Clinical Psychologist (see our website for a copy) and the values of the programme.
• Applications are expected to be well written, demonstrating a good grasp of the English language and align with NHS Values.  

Completing a successful interview

• Candidates are invited to take part in one interview with three panel members: a programme staff team member, an applied psychologist from the region, and a service user or carer representative.
• The interview focuses on academic, clinical, professional, personal and communication skills.
• Candidates will be assessed according to the NHS Values.
• Candidates will also have the opportunity to speak to Surrey trainees to hear about everything that Surrey has to offer.

Providing suitable references/suitability statements

• If applicants are not using their current employer for their clinical Suitability Statement, they must explain why or their application will not be accepted.
• Where an applicant has more than one current relevant employer, they must indicate their reason for their choice of clinical referee in their application.

Equal opportunities

We use equal opportunities data to apply Positive Action during our selection process. 

In the case of two or more candidates achieving an equal ranking at any point of our admissions process, we access equal opportunities information and prioritise candidates from groups under-represented both in Clinical Psychology training and the wider profession. This includes candidates from racially minoritized groups, candidates with a disability, candidates who identify as non-heteronormative and candidates who are mature applicants.

We do not access equal opportunities data for any other reason during the screening/short-listing process or interview process, and it is stored separately from applications.

Contextual admissions

We are looking at the possibility of contextual admissions but want to be sure that including contextual admissions in our process is based on evidence that it will widen access to training and the profession for under-represented groups.

Please see our website and our twitter feed for the most up-to-date information.