When addressing a job vacancy, one principle suggests sourcing for the position must be done how?

Sourcing for a job vacancy involves considering both internal and external candidates. This approach ensures a comprehensive recruitment strategy that maximizes the talent pool available to the organization. Sourcing internally allows the organization to leverage existing talent who are familiar with the company culture and values, while external sourcing brings in fresh perspectives and potentially diverse skill sets that may not exist within the organization.

Combining both sources helps create a balanced approach, allowing for a better evaluation of candidates and aiding in the selection of the most suitable applicant. This kind of dual strategy also enhances the organization's employer brand, demonstrating to current employees that there are opportunities for advancement and growth, while also appealing to outside talent looking for dynamic and inclusive workplaces.

Other options fall short in the methodical approach to recruitment. Focusing solely on immediate and careful sourcing may be too narrow and reactive. The options regarding referrals or addressing vacancies individually do not fully encompass the comprehensive nature of effective sourcing practices, which should include both internal and external candidates to optimize the hiring process.