CRP CRP Technology & Digital Recruiting Tools 2

Question 1

What is 'Boolean search' in the context of recruiting, and on which platforms is it most commonly used?

Accepted Answer

A structured search technique using operators (AND, OR, NOT) to narrow or expand candidate searches; used on LinkedIn, Google X-Ray, and ATS platforms

Answer

Boolean search operators allow recruiters to construct precise, targeted queries that surface the most relevant candidate profiles from large databases or search engines.

Question 2

What is 'Google X-Ray searching' in talent sourcing?

Accepted Answer

Leveraging Google search operators to find public profiles on LinkedIn, GitHub, and other sites without paid tools

Answer

X-Ray searching uses Google's site: operator (e.g., site:linkedin.com/in) to index public profiles on specific platforms, giving recruiters free access to candidate data without requiring paid sourcing tools.

Question 3

A recruiter notices that the company's ATS auto-rejects candidates who have employment gaps greater than 6 months. What is the PRIMARY concern with this setting?

Accepted Answer

It may create disparate impact against protected groups such as caregivers, disabled individuals, or those affected by layoffs, raising EEO compliance concerns

Answer

Automated filters that reject candidates based on employment gaps can disproportionately screen out protected groups, creating potential EEOC liability under Title VII and the ADA.

Question 4

What distinguishes a one-way (asynchronous) video interview from a live video interview in the screening process?

Accepted Answer

One-way interviews allow candidates to record responses to preset questions on their own schedule; live interviews involve real-time interaction between recruiter and candidate

Answer

Asynchronous video interviews increase recruiter efficiency by enabling candidates to respond at their convenience and allowing hiring teams to review responses at scale before advancing finalists to live stages.

Question 5

When an AI-powered resume screening tool is found to have a statistically lower pass-through rate for female candidates, what should a CRP-certified recruiter do?

Accepted Answer

Immediately audit the tool for bias, suspend its use if adverse impact is confirmed, and report findings to legal and HR leadership

Answer

Under EEOC guidance and the Uniform Guidelines on Employee Selection Procedures, any selection tool demonstrating adverse impact must be audited and validated; continuing to use a biased tool creates legal liability.

CRP - Certified Recruitment Professional Practice Test

CRP - Certified Recruitment Professional Practice Test

CRP CRP Technology & Digital Recruiting Tools 2