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Legal & Ethical Issues in Recruiting Flashcards

7 cards from real CIR practice questions. Tap to flip, then mark Knew It or Still Learning — missed cards come back until you master them.

Read the first 7 Legal & Ethical Issues in Recruiting flashcards as text

  1. Under GDPR, a recruiter storing EU candidate resumes must ensure data is kept for no longer than necessary. This principle is called:

    Answer: Storage limitation

    The storage limitation principle under GDPR requires that personal data be kept in a form that permits identification no longer than necessary for the stated purpose.

  2. A hiring manager instructs a recruiter to find 'young, energetic candidates.' The recruiter should:

    Answer: Advise the manager this could violate the ADEA and reframe the requirement

    Recruiters have an ethical and legal obligation to advise clients against age-discriminatory language and reframe requests around legitimate job-related criteria.

  3. Which element is NOT required on an EEO-compliant job posting?

    Answer: Candidate's expected GPA

    GPA requirements are not mandated on job postings and can raise disparate impact concerns; salary ranges and EOE statements are increasingly required by law.

  4. A recruiter discovers a candidate fabricated their degree on their resume after an offer is extended. The best course of action is:

    Answer: Withdraw the offer and document the misrepresentation

    Resume fraud is grounds for offer rescission; failing to act exposes the employer to negligent hiring liability.

  5. The Genetic Information Nondiscrimination Act (GINA) prohibits employers from using which type of information in hiring decisions?

    Answer: Genetic information and family medical history

    GINA prohibits employers from requesting, requiring, or using genetic information—including family medical history—in employment decisions.

  6. When a staffing agency places a worker at a client site, who is typically responsible for I-9 employment verification?

    Answer: The staffing agency

    The staffing agency, as the employer of record, is responsible for completing I-9 verification for workers it places at client sites.

  7. A recruiter receives a subpoena requesting candidate files as part of a discrimination lawsuit. The recruiter should first:

    Answer: Consult legal counsel before producing or destroying any records

    Upon receiving a subpoena, the immediate step is to consult legal counsel to understand obligations and avoid potential obstruction of justice.