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2025 Test AIGP Pass4sure | Authoritative 100% Free Practice AIGP Exams

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IAPP Certified Artificial Intelligence Governance Professional Sample Questions (Q116-Q121):

NEW QUESTION # 116
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.
All of the following are potential negative consequences created by using the Al tool when making hiring decisions EXCEPT?

A. Discriminatory treatment.
B. Civil rights violations.
C. Intellectual property infringement.
D. Reputational harm.

Answer: C

Explanation:
The potential negative consequences of using an AI tool in hiring include reputational harm (A), civil rights violations (B), and discriminatory treatment (C). These issues stem from biases in the AI system or its misuse, which can lead to unfair hiring practices and legal liabilities. Intellectual property infringement (D) is not a typical consequence of using AI in hiring, as it relates to the unauthorized use of protected intellectual property, which is not directly relevant to the hiring process or the potential biases within AI tools.

NEW QUESTION # 117
Pursuant to the White House Executive Order of November 2023, who is responsible for creating guidelines to conduct red-teaming tests of Al systems?

A. National Institute of Standards and Technology (NIST).
B. National Science and Technology Council (NSTC).
C. Department of Homeland Security (DHS).
D. Office of Science and Technology Policy (OSTP).

Answer: A

Explanation:
The White House Executive Order of November 2023 designates the National Institute of Standards and Technology (NIST) as the responsible body for creating guidelines to conduct red-teaming tests of AI systems. NIST is tasked with developing and providing standards and frameworks to ensure the security, reliability, and ethical deployment of AI systems, including conducting rigorous red-teaming exercises to identify vulnerabilities and assess risks in AI systems.
Reference: AIGP BODY OF KNOWLEDGE, sections on AI governance and regulatory frameworks, and the White House Executive Order of November 2023.

NEW QUESTION # 118
According to the GDPR's transparency principle, when an Al system processes personal data in automated decision-making, controllers are required to provide data subjects specific information on?

A. The data protection impact assessments carried out on the Al system and legal bases for processing.
B. The personal data used during processing, including inferences drawn by the Al system about the data.
C. The contact details of the data protection officer and the data protection national authority.
D. The existence of automated decision-making and meaningful information on its logic and consequences.

Answer: D

Explanation:
The GDPR's transparency principle requires that when personal data is processed for automated decision-making, including profiling, data subjects must be informed about the existence of such automated decision-making. Additionally, they must be provided with meaningful information about the logic involved, as well as the significance and the envisaged consequences of such processing for them. This requirement ensures that data subjects are fully aware of how their personal data is being used and the potential impacts, thereby promoting transparency and trust in the processing activities.

NEW QUESTION # 119
If it is possible to provide a rationale for a specific output of an Al system, that system can best be described as?

A. Explainable.
B. Transparent.
C. Reliable.
D. Accountable.

Answer: A

Explanation:
If it is possible to provide a rationale for a specific output of an AI system, that system can best be described as explainable. Explainability in AI refers to the ability to interpret and understand the decision-making process of the AI system. This involves being able to articulate the factors and logic that led to a particular output or decision. Explainability is critical for building trust, enabling users to understand and validate the AI system's actions, and ensuring compliance with ethical and regulatory standards. It also facilitates debugging and improving the system by providing insights into its behavior.

NEW QUESTION # 120
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. Fair Credit Reporting Act.
B. Equal Credit Opportunity Act.
C. Fair Housing Act.
D. Title VII of the Civil Rights Act of 1964.

Answer: D

Explanation:
The U.S. mortgage company's AI platform relates to housing and credit, making the Fair Housing Act (A), Fair Credit Reporting Act (B), and Equal Credit Opportunity Act (C) relevant. Title VII of the Civil Rights Act of 1964 deals with employment discrimination and is not directly relevant to the mortgage application context (D).

NEW QUESTION # 121
......

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