As the pace of the job market picks up, Hiring Managers will need to move more quickly. However, the candidate is also responsible for the speed of this interview process. Learn how to put your foot on the gas and avoid putting your foot on the brakes.

When certain interview steps take too long, they lose their value or worse can even terminate the process. Extra time in the world of recruiting is nothing but bad news. It allows for people to change their minds and for competition to creep into the picture. Not to mention that loss of precious momentum and interest level that can disintegrate in a matter of days. Here are some interview steps that you have an impact on:

• Feedback - Provide feedback immediately to your recruiter if you are working with one. Literally, call them on your way out the door from the interview to share initial impressions since there will be details that you will remember now that you won't later on. If you went to this interview on your own, consider calling the HR representative who coordinated this interview for you. This saves time and sends a powerfully positive message about your interest level and proactive nature. (I wouldn't suggest calling the manager who you just left 1 minute ago. This tip is directed at the recruiter layer of this process only).
  
  
• Thank You Letters - Email a thank you message within 24 hrs. It shows that you are highly interested, acting professionally and that you are not a procrastinator. It also acts as a subtle reinforcement of why there's a match. Read my post on thank you notes to learn how to write a great one!
  
  
• Messages from the Company - If you get a voice mail/ email from the company, return it immediately even if it sounds unimportant. There may be a question that is holding up the process.
  
  
• Follow up Interviews - These should occur within 72 hrs of the last interview to be most effective. While this time frame may not be up to you, there are many times when it is. Unfortunately, many candidates make the fatal error of pushing back a second or final round assuming they have the privilege to do so given that they are a finalist. Do whatever you can to get back in their quickly to keep this high interest level maintained and close the window for the company to see more candidates.
  
  
• References - Prep all your references on who is calling and what they are calling about so that these calls don't get screened out. Also, urge the references to return these calls immediately.

All of these actions will shave off time and save actual steps within the process. But more importantly, they create urgency and strong momentum that will help move everyone towards a positive outcome.