More and more candidates seem motivated – but they’ve already mentally checked out. Here’s how to spot it and what to do next.

Key Takeaways

• Silent quitting is not about quitting jobs, but disengagement: candidates doing the bare minimum without emotional buy-in.

• Look out for vague answers, lack of excitement, and no drive during interviews.

• You can spot warning signs early with the right questions and body language cues.

• Open dialogue and clear expectations reduce the risk of silent quitting later.

• Tools like aurio help recruiters understand candidate motivation and find better fits.

What is Silent Quitting – and Why Should You Care?

Silent quitting describes when employees only do what’s strictly necessary—no extra effort, no passion. It’s especially common among Gen Z, who value work-life balance and don’t tie their identity to a job. (Source)
For recruiters, this means candidates might present well in interviews but show minimal engagement once hired. That’s why spotting subtle red flags during interviews is key.

How to Spot Silent Quitting During Interviews

1. Lack of enthusiasm for the role

Candidates who show little excitement or ask no meaningful questions may already be emotionally disengaged.
Example question:

“What specifically excited you about this position?”

2. Evasive answers to challenges

If candidates struggle to talk about past challenges or growth experiences, this may show a lack of reflection or ownership.

Example question:

“Tell me about a situation where you solved a problem creatively.”

3. Low initiative

Those who can’t give examples of proactive behavior might be less invested in taking ownership.

Example question:

“Can you describe a time when you took on responsibility beyond your role?”

4. Body language and non-verbal cues

Watch for:

• Minimal eye contact

• Closed posture or passive gestures

• Flat tone of voice

These may signal disinterest or lack of confidence.

What Can You Do to Prevent Silent Quitting?

1. Set clear expectations

Be transparent about responsibilities and company culture. This helps candidates self-assess whether they’re truly a match.

2. Foster open conversations

Encourage honesty. Ask what they’re looking for—and what they’re trying to avoid.

3. Use tech to dig deeper

Tools like aurio help analyze motivation and fit using AI—so you don’t have to rely on gut feeling alone.

Conclusion: It Starts With Awareness

Silent quitting starts long before day one on the job. With thoughtful interviews and smart tools, recruiters can detect disengagement early—and hire people who truly want to be there.

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