Online Access Free AIGP Practice Test

A U.S. mortgage company developed an Al platform that was trained using anonymized details from mortgage applications, including the applicant's education, employment and demographic information, as well as from subsequent payment or default information. The Al platform will be used automatically grant or deny new mortgage applications, depending on whether the platform views an applicant as presenting a likely risk of default.
Which of the following laws is NOT relevant to this use case?

• A.Equal Credit Opportunity Act.
• B.Title VII of the Civil Rights Act of 1964.
• C.Fair Housing Act.
• D.Fair Credit Reporting Act.

All of the following analyses are part of a deactivating risk strategy EXCEPT?

• A.Evaluating business continuity and financial risks.
• B.Evaluating up and downstream system dependencies.
• C.Understanding regulatory requirements related to data retention.
• D.Understanding algorithmic methodology in AI model.

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.
Which of the following measures should XYZ adopt to best mitigate its risk of reputational harm from using the Al tool?

• A.Continue to require XYZ's hiring personnel to manually screen all applicants.
• B.Test the Al tool pre- and post-deployment.
• C.Direct the procurement team to select the most economical Al tool.
• D.Ensure the vendor assumes responsibility for all damages.

MULTI-SELECT
Please select 3 of the 5 options below. No partial credit will be given.
Which of the following best describes data dependency with regard to an AI model?

• A.The complexity and architecture of an AI model are influenced by the characteristics of its training data.
• B.Using privacy-enhancing techniques is a core principle of data dependency in AI models.
• C.Biases and limitations in an AI model often originate from biases and limitations present in its training data.
• D.An AI model's performance depends on the quality, quantity, and diversity of its training data.
• E.Having large, high-quality datasets reduces data dependency in AI models.

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?

• A.Disparate impacts
• B.Privacy violations
• C.Automation bias
• D.Candidate quality