Q.Explain the internal factors affecting recruitment.

Internal factors are the levers an organisation can adjust itself, unlike external factors which it must simply recruit within.

Internal factors are those within the organisation's own control:

1. Company's pay package — a competitive salary and benefits package makes an organisation more attractive to prospective candidates than one offering below-market pay.
2. Quality of work life — working conditions, recognition, and work-life balance influence how desirable an organisation is to work for, independent of pay alone.
3. Organisational image/goodwill — a strong reputation for fair treatment and stability makes recruitment easier, even before a specific vacancy is advertised.
4. Size of the organisation — a larger, well-established organisation can usually offer more attractive career paths and is often better known to candidates than a small one.
5. Recruitment policy of the organisation — the organisation's own stated policy (e.g. preferring internal promotion, or recruiting entry-level staff only through campus placement) shapes which sources are used and how widely the search is cast.

These factors are called "internal" precisely because the organisation itself can act to improve them — for example, by revising its pay structure or investing in its public image — unlike external factors, which exist in the wider environment outside its direct control.

Listing an external factor (like the unemployment rate or labour laws) as an internal one — the test is whether the organisation itself can directly change the factor (internal) or must simply operate within it (external).