Final exam: Safe AI for HR Teams: Using AI in Hiring and People Decisions Without Breaking the Law

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Question 1 of 10

1. Question

Which part of the employee life cycle typically involves the most opaque AI decision-making in most organisations?

Performance review comment generation by line managers using generative AI without oversight
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Benefits administration where systems personalise offerings without consent
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CV screening where tool logic is not reviewed by HR before deployment
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Exit interviews conducted using chatbot analysis
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Question 2 of 10

2. Question

Why does the EU AI Act classify hiring and promotion AI as high-risk?

These systems always discriminate against candidates
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Such systems can exclude entire groups from employment opportunities and undermine equal access to work
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They process more personal data than other HR systems
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They are more expensive to build than other AI systems
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Question 3 of 10

3. Question

How do CV screening tools typically extract features from a resume?

They randomly sample keywords from the text
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They use natural language processing to identify degree level, experience, job titles, skills and employment history
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They hire humans to manually score each resume against fixed criteria
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They analyse only the formatting and layout of the document
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Question 4 of 10

4. Question

Why is sustained eye contact a problematic measurement of engagement in video interview assessment?

Eye contact is not a real skill and has no place in hiring
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Sustained eye contact is a cultural practice that varies; some candidates find it disrespectful and avoid it
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All candidates naturally maintain the same level of eye contact
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The lesson states eye contact assessment is accurate and unbiased
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Question 5 of 10

5. Question

What is the purpose of building paired test profiles with identical qualifications but different demographic characteristics?

To make the test set as large as possible
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To identify whether the system makes substantially different decisions for demographic groups
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To train the system on diverse data
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The lesson does not mention paired profiles
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Question 6 of 10

6. Question

What is the key difference between direct and indirect discrimination under the Equality Act 2010?

Direct discrimination is always illegal; indirect discrimination is permitted
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Direct discrimination is based on explicit refusal based on protected characteristics; indirect discrimination occurs when a neutral rule disadvantages a protected group substantially more than others
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Both are equally illegal and have identical penalties
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The Act does not distinguish between direct and indirect discrimination
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Question 7 of 10

7. Question

What must an organisation include in a notice to a candidate about an automated hiring decision?

The exact mathematical weights the model uses for each feature
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Explanation in plain language of what the system was looking for and why the candidate was rejected
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The candidate's raw score from the AI system
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All technical details of the machine learning algorithm
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Question 8 of 10

8. Question

What does Article 22 of the UK GDPR protect?

Personal data processing generally
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The right not to be subject to decisions based solely on automated processing with legal or similarly significant effects
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The right to have a job for life
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The right to sue an organisation for any use of data
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Question 9 of 10

9. Question

Which of the following triggers a requirement to conduct a Data Protection Impact Assessment?

Processing data on fewer than 100 people
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Use of automated decision-making on a large scale, or systematic use of new technologies
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Only processing of financial data
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DPIAs are never required for hiring
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Question 10 of 10

10. Question

What is the legal requirement for employee monitoring under UK employment law?

Monitoring is always permitted without restriction
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Monitoring must be proportionate to a legitimate business need and must be the least intrusive method to achieve that need
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Monitoring is banned unless explicitly authorised in the employment contract
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UK law does not address employee monitoring
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Final exam: Safe AI for HR Teams: Using AI in Hiring and People Decisions Without Breaking the Law

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