Understanding Technical Feasibility: A Comprehensive Legal Insight

Q: Why is technical feasibility important?

It ensures that the studies conducted to validate hiring practices are reliable and can lead to fair outcomes.

Q: How can I ensure technical feasibility in my hiring process?

Ensure you have a diverse sample size, a range of scores on selection procedures, and reliable performance measures.

Definition & meaning

Technical feasibility refers to the conditions that allow for effective and meaningful studies to validate the relationship between selection procedures and job performance. To establish technical feasibility, certain criteria must be met:

There must be a sufficient number of individuals available for the study to ensure statistically significant results.
A diverse range of scores should be obtainable on both the selection procedures and job performance metrics to ensure the validity of the findings.
Reliable and unbiased measures of job performance or other criteria for evaluating employee adequacy must be developed or accessible.

Table of content

Legal use & context

Technical feasibility is often used in the context of employment law and human resources. It is particularly relevant when conducting validation studies for selection procedures, which are essential for ensuring compliance with equal employment opportunity regulations. Organizations may use this term when developing hiring practices or assessing the fairness of their selection processes.

Key legal elements

Real-world examples

Here are a couple of examples of abatement:

Example 1: A company wants to validate its new hiring test. They ensure they have enough applicants from different backgrounds to test the effectiveness of the test in predicting job performance.

Example 2: A nonprofit organization develops a performance evaluation tool. They conduct a study to confirm that the tool accurately measures employee effectiveness across various roles in the organization. (hypothetical example)

Comparison with related terms

Term	Definition	Difference
Criterion-related validity	The extent to which a selection procedure correlates with job performance.	Technical feasibility focuses on the conditions necessary to conduct validity studies, while criterion-related validity measures the outcome of those studies.
Job performance metrics	Measures used to evaluate how well an employee performs their job duties.	Job performance metrics are a component of technical feasibility, which includes ensuring these metrics are unbiased and reliable.

Common misunderstandings

What to do if this term applies to you

If you are involved in developing or assessing selection procedures, ensure that you meet the criteria for technical feasibility. Consider using US Legal Forms' templates to create necessary documentation or conduct studies. If the situation is complex, consulting with a legal professional may be beneficial.

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Quick facts

Technical feasibility is crucial for validating hiring practices.
Statistical significance requires a large, diverse sample.
Reliable job performance measures are essential for unbiased results.

Key takeaways

FAQs

What is technical feasibility?

Technical feasibility refers to the conditions necessary for conducting meaningful studies to validate selection procedures against job performance.