Idanwo ti o sopọ mọ itọsọna · Alabọde Ipele

AI Resume Screen Quiz

Review Title VII validation, NYC Local Law 144 audits and notice rules, adverse-impact screening, and disability accommodations.

Jẹmọ itọsọna awọn ọnaIbẹrẹ iboju AI
Ibeere 1 ti 8

Iru sọfitiwia wo ni igbagbogbo ile AI bẹrẹ awọn ẹya ibojuwo?

Awotẹlẹ gbogbo ibeere8 ibeere

Awọn idahun ati awọn alaye han bi o ṣe n mu ibeere naa.

  1. Iru sọfitiwia wo ni igbagbogbo ile AI bẹrẹ awọn ẹya ibojuwo?
    • Eto ipasẹ olubẹwẹ (ATS)
    • A onibara ibasepo isakoso (CRM) ọpa
    • A owoosu processing eto
    • Eto tikẹti tabili iranlọwọ
  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. Kini idi ti yiyọ awọn orukọ kuro lati awọn atunbere tun kuna lati yago fun abosi?
    • Awọn orukọ kii lo nipasẹ awọn irinṣẹ iboju
    • Awọn awoṣe ko le ka ọrọ rara
    • Iyatọ nikan wa lati awọn ibere ijomitoro
    • Awọn oniyipada aṣoju bii koodu zip tabi ile-iwe le jo awọn abuda aabo
  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