CIR Legal & Ethical Issues in Recruiting 3

Question 1

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

Accepted Answer

Storage limitation

Answer

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.

Question 2

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

Accepted Answer

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

Answer

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

Question 3

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

Accepted Answer

Candidate's expected GPA

Answer

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

Question 4

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

Accepted Answer

Withdraw the offer and document the misrepresentation

Answer

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

Question 5

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

Accepted Answer

Genetic information and family medical history

Answer

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

(CIR) Certified Internet Recruiter Practice Test

(CIR) Certified Internet Recruiter Practice Test

CIR Legal & Ethical Issues in Recruiting 3