quiz bu lëkkale ak tegtal · Diggante Niveau

IA Resume Depistage Quiz

Xoolaat Title VII gëmloo, NYC Local Law 144 audit ak sàrti yëgle, saytu jafe-jafe yi, ak dëkkuwaayi ñi am feebar.

Yooni njiit yu jëm ciDepistaasioŋ CV IA
Laaj 1 de 8

Ban xeetu losisel mooy faral di denc man-mani saytu cv IA?

Xoolaatal laaj bu nekk8 laaj

Sooy def quiz bi, tontu yi ak leeral yi dañuy feeñ.

  1. Ban xeetu losisel mooy faral di denc man-mani saytu cv IA?
    • Sistem buy toppe ñiy sàkku (ATS)
    • Jumtukaayu yor diggante kiliyaan yi (CRM)
    • Sistem buy doxal saleer
    • Sistemu jaay këyit
  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. Lan moo waral dindi tur yi ci cv yi ba leegi mënu ñu baña nax nit?
    • Tur yi duñu musa jëfandikoo ci jumtukaayi saytu
    • Model yi mënu ñu lire mbind
    • Teg sa bopp ci janoo rek lay joge
    • Variable proxy yu melni kodu postal wala daara mën nañu sacc màndarga yiñ aar
  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