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NEW QUESTION # 51
CASE STUDY
Please use the following answer the next question:
XYZ Corp., 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.
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 are responsible for integrating and deploying 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.
If XYZ does not deploy and use the Al hiring tool responsibly in the United States, its liability would likely increase under all of the following laws EXCEPT?
Answer: D
Explanation:
In the United States, the use of AI hiring tools must comply with anti-discrimination laws, accessibility laws, and privacy laws to avoid increasing liability. Anti-discrimination laws (A) ensure that hiring practices do not unlawfully discriminate against protected classes. Accessibility laws (C) require that hiring tools are accessible to all applicants, including those with disabilities. Privacy laws (D) govern the handling of personal data during the hiring process. Product liability laws (B), however, typically apply to the safety and reliability of physical products and would not generally increase liability specifically related to the responsible use of AI hiring tools in the employment context.
NEW QUESTION # 52
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?
Answer: A
Explanation:
Finance and Legal teams are critical stakeholders in selecting and implementing AI hiring tools to ensure budget compliance and adherence to legal and regulatory requirements.
NEW QUESTION # 53
All of the following may be copyright risks from teachers using generative AI to create course content EXCEPT?
Answer: A
Explanation:
The correct answer is C. This option concerns consent, which is generally a privacy, transparency, or institutional governance issue rather than a copyright issue. Copyright risk in AI governance usually relates to whether protected third party works were used in model training, whether generated outputs may reproduce copyrighted expression, and whether content is created without proper attribution or clear ownership boundaries. That makes options A, B, and D directly relevant to copyright and intellectual property concerns.
In contrast, whether students must expressly consent deals with notice, fairness, and lawful or ethical use in an educational environment. For AIGP exam purposes, it is important to separate intellectual property risks from privacy and data protection obligations, even when both appear in the same classroom or organizational AI use case.
NEW QUESTION # 54
CASE STUDY
Please use the following to answer the next question:
A local police department in the United States procured an AI system to monitor and analyze social media feeds, online marketplaces and other sources of public information to detect evidence of illegal activities (e.g., sale of drugs or stolen goods). The AI system works by surveying the public sites in order to identify individuals that are likely to have committed a crime.
It cross-references the individuals against data maintained by law enforcement and then assigns a percentage score of the likelihood of criminal activity based on certain factors like previous criminal history, location, time, race and gender.
The police department retained a third-party consultant to assist in the procurement process, specifically to evaluate two finalists. Each of the vendors provided information about their system's accuracy rates, the diversity of their training data and how their system works. The consultant determined that the first vendor's system has a higher accuracy rate and based on this information, recommended this vendor to the police department.
The police department chose the first vendor and implemented its AI system. As part of the implementation, the department and consultant created a usage policy for the system, which includes training police officers on how the system works and how to incorporate it into their investigation process.
The police department has now been using the AI system for a year. An internal review has found that every time the system scored a likelihood of criminal activity at or above 90%, the police investigation subsequently confirmed that the individual had, in fact, committed a crime. Based on these results, the police department wants to forego investigations for cases where the AI system gives a score of at least 90% and proceed directly with an arrest.
What is the best reason the police department should continue to perform investigations even if the AI system scores an individual's likelihood of criminal activity at or above 90%?
Answer: A
Explanation:
AI systems impacting fundamental civil rights, such as arrests, require human oversight to prevent unfair automated decisions and ensure due process.
NEW QUESTION # 55
All of the following apply to enforcement of the EU AI Act EXCEPT:
Answer: B
Explanation:
Under the EU AI Act, the enforcement timeline for different provisions varies. While certain rules on prohibited AI practices took effect on 2 February 2025, the rules for General Purpose AI (GPAI) models are set to be enforced 12 months after the Act's entry into force, which is 2 August
2025.
NEW QUESTION # 56
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