Questionário de triagem de currículo de IA

As respostas e explicações aparecem conforme você responde ao teste.

1. Que tipo de software normalmente abriga recursos de triagem de currículos de IA?
   • Um sistema de rastreamento de candidatos (ATS)
   • Uma ferramenta de gerenciamento de relacionamento com o cliente (CRM)
   • Um sistema de processamento de folha de pagamento
   • Um sistema de tickets de suporte técnico
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. Por que a remoção de nomes dos currículos ainda não consegue evitar preconceitos?
   • Os nomes nunca são usados pelas ferramentas de triagem
   • Os modelos não conseguem ler texto
   • O preconceito só vem de entrevistas
   • Variáveis proxy como CEP ou escola podem vazar atributos protegidos
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