University of Hertfordshire

Applications are first screened to ensure they meet the minimum admissions criteria as outlined above. Eligible applications are then independently rated by the Programme Team and local stakeholders with respect to demonstration of academic ability; relevant experience (and the application of learning gained from this experience); and personal and professional suitability.

From these ratings, a short-list is compiled of candidates to be invited for interview. For candidates with equal scores, data regarding protected characteristics and contextual admissions is taken into account, where available. Those from under-represented backgrounds will be prioritised where all scores are otherwise equal.

Short-listed candidates are then invited to participate in a range of selection tasks which we anticipate will be conducted remotely via Teams/Zoom. The interviewing process will consist of two parts: an individual panel interview addressing academic, research, clinical competencies and professional and personal suitability; as well as a group task which assesses interpersonal skills. The aim is for all interviews and assessments to be rated by at least two selectors either from the programme team or Clinical Psychologists or associated professionals working in local services. Experts by Experience and trainees are heavily involved in selection processes.

A welcome and introduction talk will be given by a member of the programme team and there will be opportunities to ask questions and meet with current trainees.

Selection will be taking place between 6th and 9th May 2025.

Candidates are informed of the outcome of their interview by email.

We anticipate that, due to the large numbers of applications and limitations on resources, we will be unable to give individual feedback to candidates who are unsuccessful.

Equal opportunities

We are keen to encourage applications from people with a wide range of backgrounds. We strongly believe that diversity of cultures, social and economic experiences and individual perspectives within a trainee cohort substantially benefit the learning environment for all trainees. Further, it is essential that as Clinical Psychologists we contribute to a cohesive and diverse workforce within the NHS and reflect the client groups we have a duty to serve.

All selection processes are undertaken by the University, which operates Equal Opportunities policies. We aim to implement fair selection procedures and no candidate will be discriminated against on grounds of race, colour, creed, disability, age, gender or sexual orientation. The programme actively encourages applications from psychologists from minoritised groups and seeks to enhance opportunities for applicants from these groups to obtain a place by allowing discussion of this at various points within the selection process (for example, candidates are invited to consider contextual considerations and reflections).

Where candidates have been given equal scores (of ‘equal merit’) during short-listing or on completion of selection tasks, protected characteristics (based on equal opportunities data completed by candidates) and contextual admissions survey data is taken into account when deciding between candidates. This is based on legislation allowing positive action in recruitment when an employer reasonably thinks that people with a protected characteristic are under-represented in the workforce or suffer a disadvantage connected to that protected characteristic. We would strongly encourage all candidates to complete the equal opportunities and contextual admissions surveys.

We regularly review our selection process with key stakeholders. This includes consideration of timed aspect of selection tasks. We update our AskHerts website with selection related information. Additional enquiries should be addressed to the Selection Team on [email protected] and +44 (0)1707 286322. Every effort is taken to make reasonable adjustments in partnership with the University of Hertfordshire Disability Services.

Contextual admissions

Our programme is in the process of developing contextual recruitment processes, with ongoing research and audit projects currently taking place. 

Our current process: alongside information provided in the equal opportunities monitoring form, we will take into account the information provided by candidates in the contextual admissions survey to decide between candidates of equal merit when short-listing or making offers of places. We would strongly encourage all candidates to complete the equal opportunities and contextual admissions surveys.

We will in due course provide further details on our website about the work we are doing in this area.

Disability Confident / Applicants with disabilities

We do not provide an automatic interview for candidates who meet our minimum standards for interview. We do however consider disability and other protected characteristics when deciding between candidates of equal merit when short-listing or deciding on offers for places on the programme. 

Candidates with disabilities may be asked to provide details and evidence of their disability and requested adjustments prior to interview. 

We regularly review our selection process with key stakeholders. This includes consideration of timed aspect of selection tasks. We update our AskHerts website with selection related information. Additional enquiries should be addressed to the Selection Team on [email protected] and +44 (0)1707 286322. Every effort is taken to make reasonable adjustments in partnership with the University of Hertfordshire Disability Services.