AI Resume Screening Quiz

Answers and explanations appear as you take the quiz.

1. What kind of software typically houses AI resume screening features?
   • An applicant tracking system (ATS)
   • A customer relationship management (CRM) tool
   • A payroll processing system
   • A help-desk ticketing system
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. Why can removing names from resumes still fail to prevent bias?
   • Names are never used by screening tools
   • Models cannot read text at all
   • Bias only comes from interviews
   • Proxy variables like zip code or school can leak protected attributes
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