What Equestrian Candidates Are Saying About The Interview Process

We regularly ask candidates about their interview experiences, not just what happened but how it felt.

Because interviews aren’t just a test for the candidate, they are a reflection of your brand, your team and your values as an employer.

Here’s what we are hearing - the good, the bad and the avoidable.

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1. "The interviewer made me feel at ease straight away"

Why it matters:

Nerves are normal. In fact, a study by JDP found that 93% of candidates feel nervous before an interview. When an interviewer takes a moment to create a welcoming environment, whether it’s by asking a friendly icebreaker, offering water or simply smiling, it brings out the best in candidates and sets a lasting first impression of your company culture.

Positive candidate experience leads to a 38% increase in offer acceptance rate. (Source: IBM Smarter Workforce Institute)

2. "They clearly hadn't read my CV"

Why it’s a problem:

Candidates often spend hours preparing for interviews. Whether it be researching your company, practicing answers or tailoring their applications. If an interviewer shows up unprepared, it signals a lack of respect and professionalism.

According to CareerBuilder, 47% of candidates say an interviewer not being familiar with their CV is a major turn-off and 1 in 5 say it made them decline an offer.

First impressions go both ways. Preparation matters on both sides of the table.

3. "They explained the company values and where the business is going"

Talented candidates want to understand what they are becoming a part of. They are not just looking for a job, they are looking for purpose and alignment.

LinkedIn research shows that 71% of professionals say they would take a pay cut to work for a company that shares their values.

Sharing your vision isn’t just good storytelling, it is a powerful recruitment tool. Candidates who understand your mission are more likely to feel connected, motivated and loyal from day one.

4. "It felt like they were trying to catch me out"

Why it’s risky:

Tough questions are fine as they help assess capability. But there’s a difference between a challenging interview and an antagonistic one. When the tone shifts from curious to combative, you risk alienating top talent.

Research from Talent Board reveals that 32% of candidates who have a negative interview experience will share it publicly or with their network. And in a candidate-led market, reputation matters.

Worse, an unfriendly tone can give a misleading impression of the hiring manager’s personality. For candidates choosing between multiple offers, cultural fit and rapport is often the deciding factor.

5. "They followed up quickly and gave me clear feedback"

Why it builds trust:

Silence after an interview can be disheartening. According to a survey by LinkedIn, 94% of candidates want feedback after an interview but only 41% ever receive it.

Prompt and respectful follow-up shows that you value their time and effort, even if the answer is a no. It also reflects your internal communication standards and general professionalism.

Companies that respond within a week are 2x more likely to be rated positively by candidates, increasing the chance they reapply or refer others in the future.

Remember, for many, an interview is the first interaction they will have with your brand on a professional level. Make sure it leaves the right impression.

So What Can You Take From This?

In a competitive hiring landscape, interview experience is brand experience. Whether you land the candidate or not, the way you show up in the interview room has a lasting impact.

Here is how to get it right:

• Prepare properly - Know the CV, know the role, know your company’s message.

• Show empathy - People perform best when they feel comfortable and respected.

• Sell the opportunity - Help candidates envision their future with you.

• Follow up respectfully - Communication after the interview says everything about your company culture.

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Final Thought

Remember: Candidates are assessing you just as much as you are assessing them.

Make the interview count - for them and for you. It all starts with a conversation.

Passionate about people. Passionate about horses. And passionate about helping you build your dream team.

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Want to make sure your interview process is attracting the right people? We can help you structure it and coach your team so that the best candidates say yes to you.

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