Human Resources has survived buzzwords, ghosting and even quiet quitting. But now, recruiters face a fresh new challenge: THE GEN Z STARE. That steady, expressionless gaze across the interview table leaves hiring managers second-guessing everything from their questions to their own charisma. Is it disengagement, quiet disdain for having to work, or simply something else? In this Q&A With Jane, our resident HR advisor Jane Harper takes the issue by the horns.
Drawing on Gen Z stare psychology, Jane explains why this neutral mode is less about disinterest and more about authenticity.
A reader asks:
Dear Jane,
I’m an HR professional with over a decade in recruiting. Lately, I’ve been thrown off by what I’ve heard my peers call the “Gen Z stare” during job interviews. These young candidates will lock eyes with a completely blank, unblinking expression when I ask about their work experience or why they want the role.
Is this a sign of disinterest or could it be something else? How can I interpret it without misjudging talent, and what adjustments should I make to my interviewing style?
Misreading the Gen Z stare as apathy positions you as a recruiter with biases.
Jane Harper on what the Gen Z stare is and how to handle it
The Gen Z stare has become more than a buzzword in the workplace. That steady, neutral gaze with no nods, smiles or visible cues often leaves people wondering whether the candidate has hit a wall. To the uninitiated, it can often feel like talking to a paused video feed. But what is the Gen Z stare really telling us?
The Gen Z stare explained
Psychologists suggest the Gen Z stare isn’t hostility or rudeness. It’s a coping mechanism. Born in an era of constant digital stimulation, Gen Z has developed a “neutral mode” as a way to regulate emotion and conserve energy. In interview settings, this often means they’re processing or weighing words carefully over performative enthusiasm. It is closer to a poker face.
So, what is the Gen Z stare saying? Sometimes, it’s pure boredom. Especially, if paired with short, clipped answers. But more often than not, it’s focus in disguise. Candidates may be resisting the impulse to fill silence with empty words. And, this difference in nonverbal style can often be misread.
How can HR adapt to the Gen Z stare without misjudging talent?
Dismissing the Gen Z stare as apathy risks overlooking talent that may be highly capable and innovative. Here’s how to read and respond without misjudging young talent in the workplace.
Ask for clarity rather than assuming
Don’t treat the stare as a dead end. Instead, invite them to turn the silent pause into a meaningful conversation with more structured, thoughtful reasoning.
Use prompts, such as:
What’s running through your mind right now?
Could you walk me through your thought process?
Make questions sharper, not longer
Open-ended questions such as, “Tell me about yourself” can feel overwhelming. Gen Z often responds better to direct, precise questions.
Walk me through a time you solved a problem under pressure.
Which part of this role most excited you?
It’s time to value authenticity over performance
Many Gen Z candidates reject the notion of “fake it till you make it.” The absence of visible enthusiasm should not be mistaken for lack of commitment. Focus on the quality of their ideas or problem-solving skills, not on how convincingly they understand corporate jargons.
Normalize a shift in body language
Interview training should include Gen Z stare psychology in some form. It cannot be framed as rudeness, but as a generational shift in communication styles. It’s similar to how emojis and instant messaging changed communication norms with the advent of millennials in the workplace. What Gen Z brings to the workplace represents a cultural adjustment in how we work, and it must be normalized.
Misreading the Gen Z stare as apathy positions you as a recruiter with biases. If you want to create a workplace that values authenticity, then adaptability is an asset you must prize above all else. This begins with you.
Don’t let the changing world of work derail your hiring instincts. Send in your HR queries with the subject line ‘Ask JANE HARPER’ at info@thehrdigest.com.
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