Quiz: Record Keeping That Defends an HR Decision at Tribunal

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Question 1 of 5

1. Question

What must an organisation keep on file for each AI hiring decision that is later challenged?

Only the final hiring decision
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The candidate's application materials, the AI system's score or recommendation, records of human review if any occurred, and if the candidate requested review, what that review concluded
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A brief note explaining why the candidate was rejected
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Only the AI system's raw score
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Question 2 of 5

2. Question

How long should an organisation keep records related to AI HR decisions?

One year
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Until the employee leaves the organisation
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At least as long as employment records (typically three to six years after employment ends) and as long as the statute of limitations for discrimination claims
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Only until the next audit
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Question 3 of 5

3. Question

What documentation demonstrates that an organisation was compliant in deploying AI for hiring decisions?

Simply using an AI system from a reputable vendor
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Evidence of pre-deployment bias testing, post-deployment monitoring, transparency to candidates, opportunity for human review, and hiring manager's independent judgment
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Documentation is not necessary if complaints do not arise
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Only the final hiring decisions need to be documented
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Question 4 of 5

4. Question

What is the primary reason to keep detailed records of AI hiring and performance decisions?

Regulatory agencies require these records but they are not important for defending decisions
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If decisions are challenged in tribunal or litigation, the organisation's records determine whether it can defend that the decision was lawful, fair, and non-discriminatory
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Detailed records are purely for internal purposes and should not be shared
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Records are only needed if the AI system fails
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Question 5 of 5

5. Question

Should an organisation keep records of bias testing results for AI systems that are not currently being challenged?

No, records should be deleted if no complaints have been received
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Yes, bias testing documentation is part of the record set that demonstrates compliance and litigation readiness, even before any challenge occurs
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Records are optional if the system appears to be working well
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Only if regulators specifically request them
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Quiz: Record Keeping That Defends an HR Decision at Tribunal

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