Edie Goldberg breaks down why recruiters who embrace curiosity, continuous learning, and smart tech will win in the future of hiring.
Speaking at the Recruiting Innovation Summit, talent strategist Edie Goldberg emphasized that curiosity has become a critical skill for recruiters who want to stay relevant
“Curiosity is now your competitive advantage,” Goldberg explained. “Recruiters who ask more questions, explore new ideas, and actively learn will thrive. Those who don’t, won’t last.”
Curiosity Drives Career Survival
Goldberg pointed out that curiosity isn’t optional for recruiters today. With rapid shifts in technology and the workforce, recruiters need to continuously learn and adapt to remain relevant.
“Skills have a shorter shelf-life than ever before,” Goldberg said. “If recruiters aren’t actively updating their knowledge, they’ll quickly fall behind.”
She encouraged recruiters to take the initiative in their own learning, rather than waiting for mandatory training or being forced to adapt only after change has arrived.
Feedback as a Tool for Improvement
Feedback, Goldberg explained, is crucial for recruiters who want to grow. She acknowledged that feedback can be uncomfortable but urged recruiters to embrace it fully.
“Recruiters often shy away from feedback because it feels personal,” Goldberg noted. “But feedback is exactly what helps you get better. It’s not optional—it’s essential.”
She advised recruiters to actively seek feedback and use it to identify gaps, refine skills, and grow professionally.
How AI is Enhancing, Not Replacing, Recruiters
Goldberg directly addressed recruiters’ common fears about AI, challenging the misconception that AI will replace their jobs.
“AI isn’t replacing recruiters,” Goldberg stated. “But recruiters who effectively use AI will absolutely replace those who don’t.”
She highlighted how AI tools enhance recruiters' efficiency, allowing them to focus more on strategic decision-making and meaningful human interactions rather than repetitive tasks.
Understanding Gen Z’s Career Expectations
Recruiters often struggle to connect with Gen Z candidates because this generation’s expectations differ significantly from traditional norms. Goldberg pointed out that Gen Z is increasingly interested in independent and flexible career paths.
“Gen Z isn't just looking for jobs. They’re building careers on their terms,” Goldberg said. “Recruiters must understand that and meet them where they are.”
This means recruiters must rethink how they engage young talent, aligning outreach with Gen Z’s preferences for flexibility, autonomy, and meaningful work.
Supporting Women in Tech: Beyond Campaigns
Goldberg also addressed the persistent underrepresentation of women in tech and HR technology roles. She argued that supporting women requires long-term, genuine commitment rather than temporary initiatives or surface-level campaigns.
“Supporting women in tech isn’t a checkbox exercise,” Goldberg emphasized. “Recruiters must consistently champion inclusion and equity in hiring and career growth.”
She encouraged recruiters to take active steps to create opportunities and foster an inclusive recruiting culture.
Clear Communication is Non-negotiable
Goldberg noted that clear communication remains a critical skill for recruiters. Without context, communication easily breaks down, leading to candidate frustration and misaligned expectations.
“Recruiters often assume candidates understand the role or expectations clearly,” Goldberg said. “But without explicit context, misunderstandings are common.”
She stressed the need for recruiters to prioritize clarity at every stage of the hiring process, ensuring candidates fully understand job expectations, company culture, and career paths.
Remote Recruitment Requires New Skills
Remote work has introduced new complexities into recruitment. Goldberg explained recruiters must now master digital tools and find effective ways to build rapport and communicate clearly without face-to-face interactions.
“Remote recruitment is a new skill,” Goldberg noted. “Recruiters need to learn how to foster genuine connections virtually, because traditional methods aren’t sufficient anymore.”
She recommended recruiters intentionally develop virtual engagement strategies and become comfortable with remote relationship-building.
Learning as a Lifelong Commitment
Ultimately, Goldberg believes successful recruiters will be those who embrace lifelong learning and continuous curiosity.
“Learning can’t be occasional,” she concluded. “It has to become a recruiter’s everyday mindset. Those who commit to curiosity will not only survive but thrive.”
This article is part of Chatterworks' exclusive series, capturing actionable insights from talent acquisition leaders at the Recruiting Innovation Summit.
As the right hand to many founders, Shafiur has made operations the secret weapon for many startups. He has built the operational infrastructure and held prominent leadership roles for several companies, including Airbus Aerial, Specright, Connectifier (Acquired by LinkedIn Feb' 16), and Airware. Decades of broad exposure have taught Shafiur which levers make each functional area work and how they must be coordinated for a startup to succeed.
