The importance of first impressions in business: Why likability matters

How do you become a successful business person? Hard work is certainly a requirement. There is no doubt that they have to have a risk appetite. A determination to succeed and resilience to setbacks is essential. Is likeability a factor? In short, yes, but let’s find out why.

One of the reasons why first impressions are so important is that they last well beyond the moment when they are made. As a result of something called the primacy effect, when someone experiences something before other things in a sequence, the first thing is remembered more. First impressions play a major role in how your clients and candidates perceive your business. If you don’t leverage them correctly, they might have the wrong impression. If they have negative interactions with you or another employee it might be the only thing that sticks with them. The power of momentum cannot be understated. It’s harder to stop you when you gain momentum, whether it’s in technology, transportation, or psychology. Building positive relationships with clients & candidates and making excellent impressions right away can lead to something extraordinary.

According to the primacy effect from earlier, clients & candidates will be more apt to forgive your company if they encounter a negative experience during their journey with you. After years or months of building momentum, it’s much harder to reverse it. Many consultants have grown up believing “nice guys finish last,” that business is no place for the weak, and, therefore, you have to put on a tough exterior to succeed. Attitudes are changing, and qualities such as empathy, understanding, and self-awareness are becoming increasingly valuable.

The foundation of any business is building relationships, and first impressions are crucial.

When it comes to business, it matters how you come across, whether you’re trying to secure funding, make a sale, convince talent to come and work for you, or, indeed, in any aspect where you’re dealing with people. It used to mean you had to have a serious, no-nonsense personality, but now people want to feel confident and comfortable in your company. Your personality is arguably your most valuable asset. As the old sales adage goes, “people buy people.”

A University of Glasgow study shows that people judge a person’s trustworthiness after hearing their voice for just a few hundred milliseconds. Make sure you’re prepared because you don’t have much time. You can gain the edge by learning what makes you likeable and trustworthy.

In entrepreneurial terms, likeability includes the qualities of openness, transparency, trustworthiness, and reliability. It also includes magnetism and a sense of curiosity for others. As a result, networks and alliances are formed and built, persuasiveness is exercised, credibility is gained, and talent is attracted and retained.

Researchers suggest that an individual’s emotional intelligence (EQ) plays at least as big a role as their general intelligence and technical skills when it comes to business success – some even suggest it plays a double role. As well building alliances, increases perceptions of reliability, dependability, and trustworthiness.

The EQ chart is a good indicator of your ability to attract business. People will want to work with you if you score highly on it. Likeability is a skill that can be developed, contrary to popular belief.

Therefore, it has nothing to do with personality, or whether you’re shy or gregarious. To succeed, you need to be able to recognise and control your emotions, as well as to understand and influence others’ emotions. The potential for that to give you an edge in business is obvious. Researchers have focused on four key areas in the study of emotional intelligence: self-awareness, self-management, social awareness (awareness of others) and social skills (management of relationships). Emotional competencies or attributes that help to make people likeable can be developed by identifying and developing these four pillars of emotional intelligence.

The Development of Self-awareness

When you are self-aware, you can recognise when your actions, thoughts, or emotions are in alignment with your internal standards. Having high self-awareness allows you to evaluate yourself objectively, manage your emotions, align your behaviour with your values, and understand how others perceive you. Furthermore, it involves a realistic view of your abilities and a healthy sense of self-esteem.

Successful business people are usually found that they possessed high levels of self-awareness, particularly in understanding their strengths and weaknesses. Having self-awareness allows you to identify and assess your feelings objectively, giving you a sense of self-confidence. As a result of that ability to assess situations realistically, you are also able to solve problems effectively.

The Ability of Self-management

An important component of a successful consultant is trustworthiness. Researchers studied 161 successful entrepreneurs and found that they scored particularly high in the area of self-management. The highest-ranking competency was trustworthiness. It may be difficult for consultants to deliver results without building and maintaining trust. By strengthening your self-management skills, you will be able to build greater levels of integrity and honesty, which will lead to wider networks and a greater sense of trust.

Researchers have found that consultants who master self-management can maintain high standards of honesty, develop conscientiousness, and manage disruptive emotions effectively. Additionally, self-management includes the ability to adapt and innovate, which are essential qualities as a business grows and changes, to avoid distractions and delay gratification.

The Key to Social Awareness and Empathy

In addition to being sensitive to others’ needs and emotions, social awareness influences organisational awareness and service orientation. Business leaders can gain a deeper understanding of what motivates people when they possess this competency as it allows them to understand other people’s viewpoints.

For years, researchers have known that empathy is directly linked to success and that those who are capable of identifying others’ emotions are more likely to succeed both at work and in social settings. Reading people’s body language and listening to their voices can help us better understand their emotions and adapt our behaviour accordingly.

EQ’s role in business

Developing EQ skills are crucial to a consultant’s success as it governs influence, negotiation and persuasive skills. The ability to relate to others is fundamental to emotional intelligence. Among them is the ability to persuade others through effective diplomacy. Communicating effectively, leading effectively, and nurturing instrumental relationships are among social skills.

It is possible and highly desirable for those seeking to become successful consultants to develop and enhance their emotional intelligence. Academic studies are, by definition, based on the experiences of successful business people. Fortunately, consultants can enhance all of these aspects of business leadership by focusing on skills development and improving their focus. Using the four pillars can help consultants gain a deeper understanding of emotions and use them to enhance their business performance. When emotions are managed more effectively, better relationships can be formed, problems can be solved, credibility can be built and trust can be earned.

< Older Post

Newer Post >

4 Challenges Steering Aviation in Q4 2025

By Imogen Baumber • September 2, 2025

Discover the top 4 challenges shaping aviation in 2025 - from cybersecurity threats and aircraft delivery delays to workforce shortages and environmental pressures - and explore how the industry is adapting for sustainable growth.

Wind turbines along a coast under a bright blue sky, with clouds and mountains in the background.

Top 5 Skills For Renewable Energy Jobs in 2025

July 24, 2025

As the world races toward a net-zero future, the renewable energy sector isn’t just growing… it’s exploding . We’re seeing a huge wave of new jobs and a total reshaping of what the global workforce looks like. Whether it’s solar panels on rooftops, offshore wind farms, massive battery installations, or behind-the-scenes digital infrastructure, clean energy is now one of the most exciting and fast-moving industries out there. And the best part? It’s hiring like never before. In the UK alone, jobs in the low-carbon and renewable energy space jumped by 27% between 2020 and 2022. That’s over 272,000 people now working in the sector, growing five times faster than the average UK job market. To keep up with this momentum and hit BIG 2030 targe ts, energy giants like National Grid, SSE Transmission, and SP Energy Networks are calling for a “clean power army.” That means tens of thousands of new roles popping up across the country, from high-tech engineering to policy, operations, and beyond. But with this growth comes one big challenge: a serious need for talent with the right skills . Here are five must-have skill sets that’ll help you thrive in the renewable energy world of 2025: 1. Technical Engineering Know-How Roles in solar, wind, and energy storage rely heavily on both electrical and mechanical engineering . That means everything from designing and maintaining wind turbines to wiring systems or optimising large-scale battery installations. 2. Data Analytics & Energy System Modelling Behind every solar farm and wind turbine is a mountain of data being crunched to make things more efficient, cost-effective, and sustainable. That’s where data analysts and system modelers come in. Whether it’s forecasting power generation, simulating grid performance, or improving storage strategies, these skills are in hot demand. 3. Project Management & Agile Thinking Whether it’s building a new wind farm or upgrading a transmission line, you need people who can lead teams, hit deadlines, and stay flexible when the plan changes… which it will. Project managers with experience in specific methodologies are especially valuable. It’s not just about keeping things on track, it’s about knowing how to adapt fast in a high-stakes environment. 4. Grid Integration & Smart Grid Tech As we integrate more renewables into the energy mix, our power grids need to be smarter and more adaptable than ever. That’s where grid integration specialists come in. They help make sure all these new energy sources actually work together without overloading the system. Understanding smart grids, real-time monitoring, and digital control systems is key here. 5. Battery Energy Storage Systems (BESS) Expertise Renewables like wind and solar don’t always generate power when we need it, which is why energy storage is essential. BESS experts design, operate, and maintain the systems that store excess power and release it when demand spikes. This is one of the fastest-growing areas in energy, and it touches on everything from chemistry and electrical systems to grid regulations and safety compliance. The bottom line? If you’ve got the right mix of technical know-how, are digitally savvy, and a strategic thinker, the renewable energy sector offers incredible career opportunities right now… and it’s only going to grow from here. The clean energy revolution isn’t coming. It’s already here. And the question is: are you ready to power it? Connect with our Specialist Power Generation team today here.

Quarter 2 Round Up at V7 Recruitment

July 16, 2025

With the second quarter of 2025 now behind us, the momentum at V7 Recruitment continues to build. From exciting new projects to key team developments, Q2 has been packed with progress and opportunities. Here’s a quick look at some of the highlights from the past few months: Recruiter Awards Shortlists Q2 started off strong with V7 being shortlisted for not one, not two, but THREE award categories for the 2025 Recruiter Awards! We are shortlisted for the following categorie s:

Open-plan office with people working at computers. Bright lights, exposed red pipes.

Halfway Through 2025. Here’s What Candidates Actually Want This Year.

July 2, 2025

What’s Happened So Far As we reach the midpoint of 2025, one thing is clear: candidates are redefining what they expect from employers. In a job market transformed by AI, global talent competition, and evolving work norms, today’s job seekers aren’t just chasing salaries. Instead, they’re prioritising flexibility, purpose, well-being, and opportunities to grow. Understanding these shifting expectations isn’t just a nice-to-have for employers; it’s the key to attracting and retaining top talent in an increasingly candidate-driven market. Here are some moments from 2025 recruitment trends so far: In the UK, 51% of business leaders say they’re prioritising AI investment instead of traditional hiring, following increased employer costs. 76% of employers globally report talent shortages—the highest on record. 67% of HR professionals identify skilled talent competition as their biggest challenge. 94% of employers see skills-based hiring as a better predictor of performance . So, let’s take a look candidates want when job hunting over the next 6 months… and what other recruitment trends from 2025 may form! 1. Flexibility Is Non-Negotiable As we enter the second half of 2025, one trend is clearer than ever: candidates don’t just want flexible work… they expect it! The world of work has shifted permanently since the pandemic. While some companies push for office returns, remote and hybrid options remain top priorities for job seekers evaluating employers. Global recruitment data shows most professionals, especially in tech, marketing, and finance, actively filter jobs for remote or hybrid roles. But flexibility isn’t only about where people work, it’s also about when. Candidates want schedules that fit their lives, whether adjusting hours for caregiving, education, or peak productivity. The companies winning talent in 2025 are those offering customisable schedules instead of rigid 9–5 hours recognising that flexibility drives engagement, loyalty, and productivity. Businesses resisting this shift face rising turnover, higher hiring costs, and struggles to appeal to today’s workforce. 2. Compensation Must Match Market Realities As economic pressures persist and living costs stay high, candidates expect compensation that reflects current market realities, not outdated pay structures. Employers who don’t keep up risk losing both potential hires and existing team members to companies that do. Salary transparency is now essential, with candidates demanding clear pay details in job ads before applying. After all, how likely are you to apply for a role that doesn’t mention salary? But salary alone isn’t enough to retain talent. Candidates are looking beyond standard benefits like health insurance or bonuses. They want holistic support, including mental health resources, fertility and family planning benefits, sabbaticals, and flexible wellness stipends. Companies tailoring benefits to employees’ evolving needs are more successful at attracting and keeping diverse, high-performing teams. 3. Candidates Want Growth—Not Just a Job In 2025, candidates are seeking employers who will invest in their growth. As skills requirements shift faster than ever, professionals know that continuous learning is key to staying relevant… so when it comes to looking for opportunities, learning and development is top of the list. Companies that stand out are those making upskilling and reskilling part of their core strategy. Whether it’s funding certifications, hosting in-house workshops, or giving employees time to learn new technologies, these investments send a clear message that they’re committed to your future. This not only helps retain top talent but also builds a more agile, resilient workforce equipped to handle evolving business needs. So, how do you stack up? As we head into the second half of 2025, employers have a clear choice… …adapt to what candidates want or risk falling behind. Flexibility, fair and transparent compensation, and real opportunities for growth aren’t perks, they’re expectations. Companies willing to meet these demands will not only attract the best talent but also build more engaged, loyal, and future-ready teams. The question for every employer now is simple: are you keeping pace with what today’s candidates actually need? Find out how V7 Recruitment can help you avoid a bad hire at www.v7recruitment.com .