Here at PDQ Staffing, our primary goal is to place the most qualified candidates on an assignment with our wonderful client companies, as quickly as possible. While we're working on the behind-the-scenes work, there are several strategies that you as a job seeker, can do to help us speed up the process more quickly.

Here at PDQ Staffing, our primary goal is to place the most qualified candidates on an assignment with our wonderful client companies, as quickly as possible. While we're working on the behind-the-scenes work, there are several strategies that you as a job seeker, can do to help us speed up the process more quickly.

What’s causing the delay? Companies are being very cautious. They want to be certain they’re choosing the right person for the job in order to avoid a costly hiring mistake. We also have to ensure that you're set up for success by proper documentation, onboarding, and making sure you know everything you need to know to begin an assignment.

As a job seeker, understand that you might have to wait longer than you’d like to receive an employment offer. But that doesn’t mean you have to sit back and twiddle your thumbs. Don’t assume there’s nothing you can do to accelerate the hiring process. Here are three ways you can potentially help us or any other employer come to a decision more quickly, to get you working.

Approach #1: Don’t leave the recruiter uninformed

Your efforts should begin during the interview. Do not part ways with the recruiter until you confirm that they have all the information needed from you, at least for the moment. For example, you might ask: “Do you have any other questions for me?” or “Do you need to know anything else about me that we haven’t already discussed?”

You want to make sure that if the employer has any potential reservations, or needs any further information from you, you have a chance to address them. You might learn, for instance, that the recruiter questions whether you have the right technical skills for the position. You can provide more insight into your qualifications and note how you’ve used the skills in question in previous roles. Or you can explain how you plan to acquire training in the areas the recruiter feels you need to strengthen.

Also, make sure you know the next steps in the hiring process before you leave the meeting. You could ask “What does your timeline look like for hiring?” If you’ve completed what you believe to be the final interview, ask, “When might I expect to hear a decision?” This not only provides insight into what the recruiter is thinking but also helps you know when to follow up with the hiring manager, if necessary.

Approach #2: Follow up, in more ways than one

After an interview, your No. 1 priority is remaining top of mind with the recruiter. The best way to do so is by following up. This requires a delicate hand. You want to be persistent. But you don’t want to be a pest or come across as too eager. Building a good rapport with your recruiter helps them to know you're eager to start working, and will encourage them to get you started on an assignment.

Be sure to send a thank-you note or email within 24 hours of an interview. A thank-you email is acceptable, but consider sending a handwritten note via regular mail as well. It’s a nice touch and can help you stand out from the crowd. Sending a thank-you note also reaffirms your interest in the position, and it’s an additional opportunity to emphasize your qualifications.

If a week goes by and you haven’t heard back from the recruiter, pick up the phone and call. If they don't have an update for you, ask when you can expect to hear back and again stress your interest in the role, but again, you don't want to be a pest.

As you follow up, be aware of your tone. Don't be too demanding. It’s important to be considerate, diplomatic and polite when asking busy recruiters for updates. Try to keep your emotions out of it. That’s easier said than done, of course — especially if you really want the job. But over the years, I’ve seen too many candidates hurt their chances by getting overly emotional when speaking to hiring managers at this stage. Remember, the recruiter's goal is to place the most qualified and professional candidate to their client's company.

If you haven’t been given a decision after another week passes, call the recruiter once more and ask if you’re still in consideration for the role. At this point, there’s no need to beat around the bush. You want to know if you’re viewed as a strong contender for the position or not. If the answer is no, you can always ask them if there are any other open positions you may be qualified for, or if they have any suggestions to help you find a job. Their insights may amaze you!

The way the recruiter reacts to your inquiries at these various stages of follow-up can tell you a lot about where you stand. If the recruiter welcomes your calls and asks that you remain patient as the hiring process progresses, chances are good you’re still in the running for the role. If your contact seems reluctant to hear from you — or you can’t seem to get in touch with them — that might be a sign you need to move on.

Approach #3: Make it clear that your search is still moving forward

One additional way to potentially speed up the hiring process is to remind the recruiter that you are still on the job hunt. Let them know you’re still applying to other jobs, and are motivated to get working as soon as possible. This sends a clear signal that you’re not sitting and waiting by the phone forever — and lets the recruiter know that you are eager to be placed on an assignment and would be a great person to be placed with one of their clients.

If you’ve stopped your job search, start it up again. No matter how far you’ve progressed in the hiring process, continue to actively job hunt. Don’t slow your efforts until you have an offer in hand. There’s always the chance that a seemingly surefire opportunity falls through. Who knows, you may end up with multiple job offers to consider from multiple staffing agencies. And that will only give you more leverage if you need to encourage a top-choice staffing firm to come to a decision.