There are 4 strategies to consider when recruiting for Fortune 500 clients. These are speed, quality, rate, and relationship. We had to establish a synergy between scorecard parameters and one or more of the above 4 strategies to achieve this goal. We proposed that we divide the team members into four groups, implementing one strategy in each group. This was tested for two weeks so we could closely monitor send out to interview ratio. The teams who were focusing on speed (first candidate to be submitted in the first 4 hours) and rate (presenting candidates below the given bill rate) had a good ratio of their candidate moving to interview stage. 

Now that we had established the strategies, it was important to identify divisions/departments with maximum openings. We observed the dataset for the previous four quarters and the game plan was to provide 100% coverage (submitting candidates on all open slots) for any job that was released from these departments and other jobs were secondary priority for us.  The factors in the scorecard which had the maximum weightage fell in sync with our strategy as those parameters were Coverage on jobs within 8 and 12 hours of job release, interview conversion; the other categories in the scorecard were around roles filled and projects completed 100% (candidates completing entire contract duration).  In order to achieve the speed criteria, we implemented a process of pre-qualifying the candidates and keeping them ready to be presented.  Every day each recruiter was supposed to spend 30 minutes recruiting on a job which is repetitive jobs with the end customer.  They had to create a pipeline of candidates for each category/job and keep them warm so that as soon as a job opens, we present the candidate immediately.