AIGP Practice Test practice questions, page 4 of 9, with answer review and explanations.
Question 16
CASE STUDY - Please use the following to answer the next question: A premier payroll services company that employs thousands of people globally, is embarking on a new hiring campaign and wants to implement policies and procedures to identify and retain the best talent. The new talent will help the company’s product team expand its payroll offerings to companies in the healthcare and transportation sectors, including in Asia. It has become time consuming and expensive for HR to review all resumes, and they are concerned that human reviewers might be susceptible to bias. To address these concerns, the company is considering using a third-party AI tool to screen resumes and assist with hiring. They have been talking to several vendors about possibly obtaining a third-party AI-enabled hiring solution, as long as it would achieve its goals and comply with all applicable laws. The organization has a large procurement team that is responsible for the contracting of technology solutions. One of the procurement team’s goals is to reduce costs, and it often prefers lower-cost solutions. Others within the company deploy technology solutions into the organization’s operations in a responsible, cost-effective manner. The organization is aware of the risks presented by AI hiring tools and wants to mitigate them. It also questions how best to organize and train its existing personnel to use the AI hiring tool responsibly. Their concerns are heightened by the fact that relevant laws vary across jurisdictions and continue to change. All of the following are potential negative consequences created by using the AI tool to help make hiring decisions EXCEPT:
Automation bias.
Candidate quality.
Privacy violations.
Disparate impacts.
Question 17
CASE STUDY - Please use the following to answer the next question: A premier payroll services company that employs thousands of people globally, is embarking on a new hiring campaign and wants to implement policies and procedures to identify and retain the best talent. The new talent will help the company’s product team expand its payroll offerings to companies in the healthcare and transportation sectors, including in Asia. It has become time consuming and expensive for HR to review all resumes, and they are concerned that human reviewers might be susceptible to bias. To address these concerns, the company is considering using a third-party AI tool to screen resumes and assist with hiring. They have been talking to several vendors about possibly obtaining a third-party AI-enabled hiring solution, as long as it would achieve its goals and comply with all applicable laws. The organization has a large procurement team that is responsible for the contracting of technology solutions. One of the procurement team’s goals is to reduce costs, and it often prefers lower-cost solutions. Others within the company deploy technology solutions into the organization’s operations in a responsible, cost-effective manner. The organization is aware of the risks presented by AI hiring tools and wants to mitigate them. It also questions how best to organize and train its existing personnel to use the AI hiring tool responsibly. Their concerns are heightened by the fact that relevant laws vary across jurisdictions and continue to change. Which other stakeholder groups should be involved in the selection and implementation of the AI hiring tool?
Finance and Legal.
Marketing and Compliance.
Supply Chain and Marketing.
Litigation and Product Development.
Question 18
CASE STUDY - Please use the following to answer the next question: A premier payroll services company that employs thousands of people globally, is embarking on a new hiring campaign and wants to implement policies and procedures to identify and retain the best talent. The new talent will help the company’s product team expand its payroll offerings to companies in the healthcare and transportation sectors, including in Asia. It has become time consuming and expensive for HR to review all resumes, and they are concerned that human reviewers might be susceptible to bias. To address these concerns, the company is considering using a third-party AI tool to screen resumes and assist with hiring. They have been talking to several vendors about possibly obtaining a third-party AI-enabled hiring solution, as long as it would achieve its goals and comply with all applicable laws. The organization has a large procurement team that is responsible for the contracting of technology solutions. One of the procurement team’s goals is to reduce costs, and it often prefers lower-cost solutions. Others within the company deploy technology solutions into the organization’s operations in a responsible, cost-effective manner. The organization is aware of the risks presented by AI hiring tools and wants to mitigate them. It also questions how best to organize and train its existing personnel to use the AI hiring tool responsibly. Their concerns are heightened by the fact that relevant laws vary across jurisdictions and continue to change. If the company does not deploy and use the AI hiring tool responsibly in the United States, its liability would likely increase under all of the following laws EXCEPT:
Anti-discrimination laws.
Product liability laws.
Accessibility laws.
Privacy laws.
Question 19
What is the primary purpose of an AI impact assessment?
To determine whether a conformity assessment is needed.
To escalate the findings to the appropriate owner(s).
To identify and measure the benefits of an AI system.
To anticipate and manage the potential risks and harms of an AI system.
Question 20
The use of paid generative AI public tools is appealing because? (Choose three.)
They are convenient to adopt.
They have additional privacy and security controls.
They have frequent enhancements of new features.
They provide transparency in models and in decision-making.
They eliminate concerns about the data used to generate outputs.