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How to Create a Succesful Hiring Roadmap

David Law

Tue, 21 May, 2024


  • Reading Time:
    ~ 5 minutes

Every year, various departments approach you with their pressing hiring needs. Naturally, everyone wants a share in this year’s hiring strategy, but it is your responsibility to consider these requests, assess the circumstances, and organise them according to the company’s overall objectives. However, determining the order of importance, when to reassess them, and who should be included in the decision-making process is not a simple task.

This article will discuss what a hiring roadmap is, how to create one, when to set it, who should be involved in the process, and common mistakes to avoid. By following these steps, companies can develop a realistic and relevant hiring roadmap that will help them achieve their business goals.

What is a hiring roadmap?

To build a high-performing workforce, companies must have a clear and strategic plan in place. A hiring roadmap is a comprehensive blueprint that outlines the specific steps an organisation will take to identify, recruit, and onboard the right employees. It ensures that hiring efforts align with the company’s overall business objectives and talent needs.

At its core, a hiring roadmap encompasses three key elements:

  1. Workforce Planning: This involves a thorough analysis of the organisation’s current and future talent requirements. It includes identifying the positions that need to be filled, understanding the skills and qualifications required for each role, and forecasting future hiring needs based on growth projections and employee turnover rates.
  2. Talent Acquisition Strategy: This component focuses on developing effective strategies to attract and recruit top talent. It includes identifying the best sources for finding candidates, creating compelling job postings, and implementing efficient screening processes to narrow down the applicant pool.
  3. Onboarding and Retention: A successful hiring roadmap goes beyond recruitment; it also addresses the crucial phase of onboarding and retaining new hires. This involves creating a structured onboarding process to ensure new employees are smoothly integrated into the organisation, as well as implementing strategies to foster employee engagement, development, and retention.

A well-crafted hiring roadmap provides a clear direction for talent acquisition and management, ensuring that organisations have the right people in the right roles at the right time. It’s an essential tool for companies seeking to build a competitive advantage through their workforce.

How do you create your roadmap?

We will cover the key steps involved, including defining your hiring goals and objectives, determining your budget and resources, assessing your current talent pool and identifying gaps, researching the market and identifying potential candidates, and developing a talent acquisition strategy.

To begin, you must determine which positions you intend to fill in the upcoming year. If you work in a company with hiring managers who frequently request specific roles for their department, it is important to keep a record of these requests and organise them in a manner that aligns with the overall business strategy.

The next step is to determine your budget and resources. How much money do you have available for hiring? What resources do you have available to support your hiring efforts? This includes things like your HR team, your recruiting team, and your applicant tracking system.

Once you have determined your budget and resources, you can begin to assess your current talent pool and identify any gaps. This will help you to determine which positions you need to fill and what skills and qualifications you need to look for in candidates.

The next step is to research the market and identify potential candidates. This includes conducting market research, attending job fairs, and networking with professionals in your industry. You can also use online tools like LinkedIn to find potential candidates.

Finally, you need to develop a talent acquisition strategy. This strategy should outline how you are going to attract and retain top talent. This includes your employer brand, your recruiting process, and your onboarding process.

When should you set your hiring roadmap?

The best time to set your hiring roadmap is when you have a clear understanding of your business goals and objectives, a budget in place, and a good understanding of the talent market and the skills you need to hire for.

Having a clear understanding of your business goals and objectives will help you identify the positions that need to be filled and the skills and qualifications required for those positions. This will allow you to create a targeted hiring roadmap that is aligned with your business needs.

It is also important to have a budget in place before you start hiring. This will help you determine how many positions you can afford to fill and what salary ranges you can offer.

Finally, it is important to have a good understanding of the talent market and the skills you need to hire for. This will help you identify potential candidates and develop a talent acquisition strategy that is effective in attracting and retaining top talent.

Here are some additional factors to consider when setting your hiring roadmap:

  • The size of your organisation
  • The industry you are in
  • The current state of the economy
  • Your company culture
  • Your employer brand

By considering all of these factors, you can create a hiring roadmap that is realistic and relevant for your organisation.

Who should be involved in building the roadmap?

In the creation of a hiring roadmap, it is essential to involve key stakeholders from various departments within the organisation to ensure a well-rounded and effective plan. The following roles should be included in the process:

  • Hiring manager or team: The hiring manager or team has a deep understanding of the specific roles and skills required for their department. They can provide valuable insights into the qualifications and competencies needed for success in the positions being filled.
  • Human resources: The human resources department plays a crucial role in developing and implementing the hiring roadmap. They bring expertise in talent acquisition, recruitment strategies, and employment regulations, ensuring that the hiring process is efficient, compliant, and aligned with the organisation’s policies.
  • Finance or budget team: The finance or budget team is responsible for allocating the necessary resources for hiring, including salaries, training, and recruitment expenses. Their involvement ensures that the hiring roadmap is financially feasible and aligns with the organisation’s budget.
  • Executive leadership: Executive leadership provides strategic direction and support for the hiring roadmap. They set the overall vision and goals for the organisation, ensuring that the hiring plan is in line with the company’s long-term objectives.

By involving these key stakeholders in the development of the hiring roadmap, organisations can create a comprehensive plan that addresses the needs of different departments, ensures compliance with regulations, and aligns with the organisation’s overall goals and budget. Collaboration and open communication among these stakeholders are crucial for the success of the hiring roadmap.

Common mistakes and how to avoid them

Common hiring roadmap mistakes can be avoided by carefully considering the company’s future goals when creating the roadmap. Ensuring that the hiring plan aligns with the organisation’s strategic vision and objectives will help ensure that the right people are hired to support the company’s growth and success.

Another common mistake is being too rigid. It is not necessary to create a plan and feel obligated to stick to it forever. Business objectives evolve and priorities shift, and your plan should adapt accordingly. Embrace these changes with agility and make sure you have the necessary tools to remain flexible – for instance, utilising a project management system that allows you to easily modify statuses, priorities, stakeholders, and documents. A tool that accommodates swift adjustments can minimise confusion and maintain a clear and targeted roadmap for all stakeholders.

Finally, it is crucial to recognise that some roles are more difficult to fill than others. Certain positions may require specialised skills or experience, making it challenging to find suitable candidates. When this is the case, it may be necessary to adjust the hiring timeline or consider alternative recruitment strategies. Being realistic about the challenges of hiring for specific roles will help avoid frustration and ensure that the hiring roadmap is achievable.

By avoiding these common mistakes, organisations can create hiring roadmaps that are realistic, relevant, and effective in attracting and retaining top talent. A well-thought-out hiring roadmap will help ensure that the organisation has the right people in place to support its growth and success.

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