---
esco_uri: http://data.europa.eu/esco/skill/7ff2c668-0e86-418a-a962-4958262ee337
esco_label: "use communication techniques"
relation: essential
onet_soc: 13-1071.00
source: model-knowledge
confidence: high
qa_count: 1
generator: gemma3:27b (prompt-designed and spot-checked by Claude)
generated: 2026-07-10
---

# use communication techniques — Recruiter

For Recruiters, 'using communication techniques' isn’t just being polite – it’s *how* you get accurate information from candidates & hiring managers, build rapport quickly, and manage expectations throughout the process. Daily this means active listening during interviews (probing beyond surface answers), tailoring your messaging to different audiences (technical jargon for engineers vs. broad strokes for HR), and mastering both written (job descriptions, emails, offer letters) *and* verbal communication. Think less 'chatting' and more 'strategic information exchange'.

Specifically, it’s about adapting *how* you communicate based on the person. Some candidates prefer detailed email summaries; others want quick phone calls. Hiring managers might need concise updates versus in-depth discussions. A key practice (as highlighted by experienced recruiters) is proactively documenting verbal agreements – a quick 'Just confirming we discussed X, Y, and Z' email after a call prevents misunderstandings later on. Tools include ATS messaging systems, LinkedIn InMail, video conferencing, and even simple note-taking during conversations.

A common pitfall? Assuming everyone communicates like you do. Failing to clarify understanding (e.g., 'Just to be sure, when you say 'fast-paced', what does that look like day-to-day?') leads to mismatched expectations & poor candidate/manager satisfaction. Another is relying *solely* on one communication channel – a candidate who doesn’t respond to email might pick up the phone immediately.

Good looks like consistently positive feedback from both candidates and hiring managers about your clarity, responsiveness, and ability to build trust. It means minimal misunderstandings regarding job requirements, compensation, or next steps. Ultimately, effective communication isn't just a 'soft skill'; it directly impacts placement success rates and the overall employer brand.

## Praxiswissen (Stack Exchange, CC-BY-SA 4.0)

**The asker received a brusque task request verbally and then via email from a colleague who refused to send the initial request in writing, leading to frustration and a desire for a professional response that doesn't escalate conflict.**

When dealing with individuals resistant to written communication, proactively document verbal requests by summarizing them in an email as confirmation. This practice establishes a record of understanding, mitigates potential disputes about scope or requirements, and protects you professionally when others avoid formal documentation. While formal systems aren’t always mandated, self-implementation can improve personal organization and accountability.

*Source: [How should I respond to a colleague who refuses to email me task requests?](https://workplace.stackexchange.com/q/92188) — answer by rath, CC-BY-SA 4.0*

## Weitere Anreicherung

Stage-2 source for future practitioner grounding: CORE / DOAB (open-access HR & organisational research).
