In an era obsessed with AI-screening tools, psychometrics, and automated shortlisting, you could be forgiven for thinking the art of first impressions has lost its edge. It hasn’t. In truth, the fundamentals have never mattered more. Technology helps, yes. But when it comes down to human decision-making, the moment someone on the other side of the table is assessing whether you could represent them, three things dominate:
Energy. Enthusiasm. Engagement.
We call them the Three Es, and they form 90% of the initial impression in many interview processes. Qualifications, experience, even technical brilliance – all important. But if you don’t spark something in the first interaction, you’re starting from behind.
Let’s be honest: people gravitate to warmth, positivity, and genuine human connection. It’s always been that way. The world of selecting has almost done a 360 in the last decade, no more so than when choosing the best candidate from a great list. Candidates shortlisted will always be highly suitable, but the role will be offered in recognition of the strongest emotional intelligence – “people buy from people they know, like and trust” (Bob Burg).
Why the Three Es Matter So Much
Whether you’re interviewing for a pupillage, clerking position, or senior legal role, your interviewer is asking themselves a very practical question: Can I put this person in front of my clients?
That’s it. Not theoretical performance. Not just what’s on paper. They’re picturing you in a real-world setting – in Chambers, in meetings, on calls, at events. Will you hold your own? Will clients warm to you? Will you represent the organisation with confidence, effort, and class?
Candidates who bring energy, enthusiasm, and engagement make life easier for everyone around them. They create better conversations. They show appreciation for someone else’s time. They demonstrate curiosity and respect. The interview feels like a flowing dialogue rather than an interrogation.
Those are the people who get remembered – and hired.
Breaking Down the Three Es
Energy isn’t about being loud or extroverted. It’s about presence. Good presentation. Showing you’re alert, switched on, alive to the moment. Nobody wants to hire lethargy – especially in environments built on advocacy, persuasion, and professional representation.
Enthusiasm the little recognised secret of success” (Dale Carnegie). It isn’t forced cheerfulness. It’s a natural interest. It’s showing that the role, the Chambers, the people – they matter to you. You can tell when someone really wants something. So can a panel. A panel will want to gain the impression that you want their job, not just any old job.
Engagement is the bedrock. Eye contact. Active listening. Thoughtful responses. Asking questions. Building rapport. Interviews are conversations, not cross-examinations (even if the panel is full of Barristers). When you engage, personalities and potential shine through.
“What If That Doesn’t Come Naturally?”
Let’s be clear: not everyone walks into a room brimming with visible charisma. And that’s perfectly fine. Interviewers have a responsibility too – to put candidates at ease, to draw them out, to create an environment where real potential can show itself. A good panel doesn’t sit coldly waiting for brilliance. They cultivate it.
We routinely help candidates prepare by grounding them in confidence, not scripts. You don’t need to act like you’re on The Apprentice. No one is hiring a corporate robot. You’re hiring for human interaction – show humanity.
If you worry about nerves, remember this: confidence comes from familiarity. The more you practice normal conversation about your strengths, interests, and achievements, the easier it becomes. And if you genuinely care about the role, enthusiasm will follow.
When “Too Good for the Role” Becomes a Red Flag
A quick word on over-qualification. Sometimes candidates bring plenty of competence but not the right energy. They look bored. Disinterested. Already halfway out the door. In truth, that hurts them more than a lack of technical experience would.
Panels can see it instantly. It’s never just “could they do the job?” It’s also “will they be fulfilled here?” Someone who feels beneath a role isn’t going to bring the Three Es. And no one wants a disengaged team member, even if they’re brilliant on paper.
The Generational Gap
It must be addressed thoughtfully: there can be a clear generational disconnect in modern interviews. Some younger candidates lean heavily into digital communication styles – short, casual, comfortable behind a screen, but not always confident in person. Meanwhile, many decision-makers still come from a tradition of formal dialogue, face-to-face rapport, and professional polish.
Neither side is wrong. But candidates have to recognise expectations. In Chambers environments, especially, being able to hold a proper conversation, articulate views, and display positive, respectful engagement remains crucial. These are timeless professional skills – and they continue to open doors.
The Senior Benchmark
Look at those at the top end of the profession – leaders in chambers, senior clerks, high-performing counsel. Yes, they are technically capable. Yes, they have experience. But more than that, they have presence. Something about them stands out.
It isn’t luck or theatrics. It’s the ability to read the room, adapt tone, build rapport, and choose your moments. It’s judgment. It’s maturity. Its personality is grounded in professionalism.
Those qualities command salaries, trust, leadership opportunities – and they start with mastering the Three Es early.
Final Thought
We live in a world racing towards automation. Ironically, that only increases the premium on genuine human quality. First impressions have always mattered in the legal world – and they still do. The great advantage? Unlike background or pedigree, the Three Es are completely within your control.
Show energy. Show enthusiasm. Engage like the opportunity means something to you.
Do that, and you’ll stand apart – now, and always.
