Due to the selection and admission of new employees impacts the caliber of abilities, talents, and performance indicators of the firm's workforce, ultimately affecting firm performance as a whole, recruitment attaches wider implications to the organizations. In other words, the company's selection process affects key metrics like productivity and financial outcomes. Hence, a valid, reliable and practical instrument is needed to evaluate the effect of Recruitment Practices on Organizational Performance. The antecedents deemed fit for Recruitment Practices and Organizational Performance were extracted from extant literature. The antecedents were as follows; Organizational Performance- Productivity, Satisfaction, Profitability, Strategic Decision Making and Corporate Reputation; Recruitment Practices- Job Description, Job Specification, Job Evaluation and Job analysis that made up the instrument. The objective of this study was to assess the validity and reliability of the instrument. The construct validity was assessed. The reliability was assessed by using internal consistence reliability namely alpha coefficient reliability or Cronbach Alpha. The instrument was piloted to 32 energy industry personnel in the UAE. The findings showed that the instrument is deemed valid and reliable. All items have been retained for the instrument.
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