Kuis terkait panduan · Sedang Tingkat

Kuis Penyaringan Lanjutkan AI

Tinjau validasi Judul VII, Peraturan Setempat NYC 144 tentang audit dan peraturan pemberitahuan, penyaringan dampak buruk, dan akomodasi disabilitas.

Jalur panduan terkaitPemutaran Lanjutkan AI
Pertanyaan 1 dari 8

Jenis perangkat lunak apa yang biasanya menampung fitur penyaringan resume AI?

Pratinjau setiap pertanyaan8 pertanyaan

Jawaban dan penjelasan muncul saat Anda mengikuti kuis.

  1. Jenis perangkat lunak apa yang biasanya menampung fitur penyaringan resume AI?
    • Sistem pelacakan pelamar (ATS)
    • Alat manajemen hubungan pelanggan (CRM).
    • Sistem pemrosesan penggajian
    • Sistem tiket meja bantuan
  2. What legal principle is relevant when a hiring selection procedure has adverse impact under Title VII?
    • Vendor assurances alone establish legality
    • It may need to be shown job-related and justified by business necessity under applicable standards
    • A bias audit automatically establishes legality
    • Adverse impact proves intentional discrimination
  3. What does NYC Local Law 144 require for covered AEDT use?
    • A complete ban on hiring software
    • Federal licensing for every recruiter
    • A bias audit within one year, public audit information, and required notices
    • A guarantee every candidate is interviewed
  4. Mengapa menghapus nama dari resume masih gagal mencegah bias?
    • Nama tidak pernah digunakan oleh alat penyaringan
    • Model tidak bisa membaca teks sama sekali
    • Bias hanya datang dari wawancara
    • Variabel proxy seperti kode pos atau sekolah dapat membocorkan atribut yang dilindungi
  5. What is the four-fifths rule commonly used to flag?
    • A selection rate below 80% of the highest group rate as a rule of thumb
    • A guarantee of legal compliance
    • A required resume length
    • A rule requiring AI use
  6. When must a covered NYC employer give AEDT notice, according to DCWP?
    • Only after rejection
    • At least 10 business days before use
    • Within 10 calendar days after hire
    • Only if the vendor requests it
  7. What accommodation issue does EEOC guidance raise for AI-assisted hiring?
    • AI tools automatically satisfy accommodation duties
    • Applicants must disclose medical details to vendors
    • An employer may need to provide a reasonable accommodation for an applicant with a disability
    • Accommodation applies only after hiring
  8. What responsibility does EEOC testimony describe for employers using vendor selection screens?
    • Assume the vendor guarantees legal compliance
    • Rely on the vendor without monitoring outcomes
    • Treat a model score as proof that a candidate is unqualified
    • Use the screens responsibly and determine whether they produce adverse impact