University of Liverpool

Short-listing procedure

An initial screening of anonymised applications is completed to exclude candidates who do not meet the minimum eligibility requirements (e.g. candidate does not have Graduate Basis for Chartered Membership (GBC), or minimum work experience, or does not meet UK work/residency requirements).

Shortlisting involves programme staff, local NHS clinical psychologists and experts by experience applying pre-determined criteria, to produce a list of applicants for interview and a reserve list. Candidates who are unsuccessful at this stage are informed of the outcome.

Please note that due to the high volume of applications, it is not possible to offer individual feedback to applicants who are not selected for interview.

In order to promote greater diversity in our profession we subscribe to the double tick disability scheme as noted above.

Fitness to practise is a requirement of all professions registered with the Health & Care Professions Council (please see the HCPC website if you need more information about fitness to practise). During training, monitoring of fitness to practise is the responsibility of course centres. Concerns about fitness to practise could also be raised during the selection process, including the manner and tone of written and verbal communications with the course centre at any stage of the selection process, inappropriate use of social media, as well as behaviour both during and between interviews for those candidates called for interview.

Interviews

Please note, the interview procedures in 2025 may be subject to variation due to ongoing developments. Interview will take place face-face and options for remote interviews will not be available. Candidates selected for interview will be informed well in advance as to the interview format.

Last year applicants offered an interview were invited to attend one 45-minute interview. Questions aimed to explore candidates’ clinical, research and academic knowledge as well as their interpersonal and communication skills during interview.

Last year applicants offered an interview were invited to attend one 45-minute interview. Questions aimed to explore candidates’ clinical, research and academic knowledge as well as their interpersonal and communication skills during interview. An additional task was introduced in 2024 in which candidates were required to comment on a short video of a clinical scenario.

All interview panels include University programme staff, NHS clinical psychologists and experts by experience. All procedures are conducted within the framework provided by the University's and NHS Equal Opportunities policies. The selection procedure is carefully reviewed on an annual basis.

Offers

All offers of a place on a course are dependent on satisfactory Disclosure & Barring Service and occupational health checks. Criminal record checks are usually made through the Disclosure & Barring Service (for England, Wales and Northern Ireland) or Disclosure Scotland. The checks will disclose information such as: unspent and spent convictions; police information such as cautions, reprimands or warnings; etc.

Widening Participation, Equality and Diversity

The University of Liverpool’s Access and Participation Plan 2020-2021 to 2024-2025: Providing Opportunities and Nurturing Talent details the ambition to “identify what the barriers to access and participation really are and what works in tackling them; adapting and changing those policies and practices that are found to impede success; and by creating a culture that enables students to fully engage within our community of learning, whatever their background.”

We are committed to widening access and participation, eliminating discrimination and promoting equality of opportunity for applicants to the Doctorate in Clinical Psychology. We are actively exploring the use of contextual data and positive action (section 159, Equality Act 2010) in relation to our selection procedures, to maximise opportunities for applicants from under-represented groups.

We encourage applicants to include, any contextual factors related to widening participation and increasing equality of opportunity, on their application.

Disability Confident / Applicants with disabilities

Anyone with a declared disability who is placed on the reserve list for interview following short-listing, will automatically be offered an interview.