Recruitment so often appears to be "just in time" but in reality the strongest talent is wise and knows they are sought after. Therefore they are always assessing potential employers. They are well researched and look at the values, culture and employer brand of a potential employer before applying for a role. It is these people that you need to get into your pipeline not when there is a vacancy but well before that time.
If your hiring strategy is to post an open position, wade through the applications y, hire a candidate, and forget about hiring until the next position comes up, you’re doing it wrong. Finding the right talent is too important to only think about it in a moment of need. It demands effort whether your company is currently hiring or not. That’s where a talent pipeline comes in. Just like an oil/gas pipeline ensures a steady flow of natural resources, a talent pipeline ensures a steady flow of qualified candidates towards your organization. With a well developed talent pipeline, you can avoid the frustrating and discouraging situation of watching your open position receive only a weak trickle of applications, rather than a stream of strong ones. It’s not enough to announce a job opening and hope for applicants to flood in.