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| Certification Vendor: | IAPP (International Association of Privacy Professionals) |
|---|---|
| Exam Name: | IAPP Certified Artificial Intelligence Governance Professional (AIGP) Exam |
| Exam Number: | AIGP |
| Certificate Validity Period: | 2 years |
| Exam Duration: | 165 minutes |
| Available Languages: | English |
| Real Exam Qty: | 100 (85 scored + ~15 unscored pilot questions) |
| Related Certifications: | CIPP/E CIPP/US CIPM CIPT |
| Exam Price: | USD 799 (non-member) / USD 649 (IAPP member) |
| Passing Score: | 300 (scaled score out of 100–500) |
| Exam Format: | Single-select, Multiple-choice, Multi-select, Scenario-based questions |
| Recommended Training: | AIGP Practice Exam (Official IAPP Store) IAPP Official AIGP Training and Resources |
| Exam Registration: | Official IAPP AIGP Exam Registration Pearson VUE Scheduling Portal (via IAPP account) |
| Sample Questions: | IAPP AIGP Sample Questions |
| Exam Way: | Computer-based exam delivered via Pearson VUE (test center or online proctored OnVUE) |
| Pre Condition: | None |
| Official Syllabus URL: | https://iapp.org/certify/aigp |
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NEW QUESTION # 49
An AI system that maintains its level of performance within defined acceptable limits despite real world or adversarial conditions would be described as:
Answer: C
Explanation:
Robustness describes an AI system's ability to maintain performance despite variations or adversarial conditions in the environment.
NEW QUESTION # 50
CASE STUDY
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 Al tool to screen resumes and assist with hiring. They have been talking to several vendors about possibly obtaining a third-party Al-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 Al hiring tools and wants to mitigate them. It also questions how best to organize and train its existing personnel to use the Al 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?
Answer: D
Explanation:
The correct answer isB. "Candidate quality" isnota negative consequence of using AI-rather, it is the intendedbenefitof using such tools (e.g., more efficient filtering of strong candidates).
From the AIGP ILT Guide:
"Automation bias, disparate impact, and privacy risks are well-documented concerns in AI-assisted hiring.
These risks may arise when AI models replicate biases present in training data or obscure the decision logic." AI Governance in Practice Report2025(Bias and Fairness Section) also warns:
"Improper AI use in hiring can lead to disparate impact, where neutral criteria disproportionately disadvantage protected groups." Candidate quality is agoal, not a risk, makingB the correct answerfor what isnota negative outcome.
NEW QUESTION # 51
What are the roles and responsibilities of deployers of a proprietary model? (Choose three.)
Answer: A,B,C
Explanation:
Deployers of a proprietary model are responsible for ethical testing, ensuring technical performance, and maintaining regulatory compliance when using the model in their environment and for their use case.
NEW QUESTION # 52
Scenario:
A company using AI for resume screening understands the risks of algorithmic bias and the evolving legal requirements across jurisdictions. It wants to implement the right governance controls to prevent reputational damage from misuse of the AI hiring tool.
Which of the following measures should the company adopt to best mitigate its risk of reputational harm from using the AI tool?
Answer: D
Explanation:
The correct answer is A. Pre- and post-deployment testing ensures bias, accuracy, and fairness are evaluated and corrected as needed, which is essential for reputational risk mitigation.
From the AIGP Body of Knowledge:
"Testing AI systems before and after deployment is critical to ensure performance, fairness, and compliance.
Failing to do so may result in reputational damage and legal exposure." AI Governance in Practice Report 2024 (Bias/Fairness and Risk Sections):
"System impact assessments, testing, and post-deployment monitoring are necessary to identify and mitigate risks... This supports both compliance and public trust." Testing is proactive, unlike indemnification (which transfers risk after damage), or requiring manual review (which defeats automation).
NEW QUESTION # 53
CASE STUDY
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 Al tool to screen resumes and assist with hiring. They have been talking to several vendors about possibly obtaining a third-party Al-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 Al hiring tools and wants to mitigate them. It also questions how best to organize and train its existing personnel to use the Al hiring tool responsibly. Their concerns are heightened by the fact that relevant laws vary across jurisdictions and continue to change.
The organization continues planning the adoption of an AI tool to support hiring, but is concerned about potential bias in content generated by AI systems and how that could affect public perception.
Which of the following measures should the company adopt tobest mitigate its risk of reputational harmfrom using the AI tool?
Answer: D
Explanation:
Note:This is the same scenario and question as Question 21 and thus has thesame correct answer: A. It's possible this was duplicated in your original input.
Repeated for clarity:
"Testing AI tools pre- and post-deployment helps ensure they perform as expected and do not introduce bias, privacy issues, or fairness concerns. This mitigates reputational and legal risk." TheAI Governance in Practice Report2025further reinforces:
"Ongoing monitoring and testing post-deployment allows organizations to catch and correct unintended impacts... especially important in HR and hiring contexts."
NEW QUESTION # 54
......
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