AIRS Training offers the Certified Diversity Recruiter (CDR) credential to recruiters who want to show they can source, recruit and hire a diverse workforce. This page lists the exam facts we could verify, including the $895 price and the 2-year validity. It also links our free practice sets on bias mitigation, EEO compliance, sourcing, employer branding and recruiting metrics, and works through sample questions with full explanations.
Numbers in brackets link to the official sources listed under Sources & last verified. Dates that have passed are removed automatically.
| Item | Detail | Source · Verified |
|---|---|---|
| Exam fee | $895[1] | AIRS Training · Oct 29, 2026 |
| Validity | 2 years[2] | AIRS Training · Oct 29, 2026 |
| Renewal | Free recertification exam every 2 years[3] | AIRS Training · Oct 29, 2026 |
| Delivery | Online via MyAIRS portal[3] | AIRS Training · Oct 29, 2026 |
| Eligibility | Demonstrate mastery of diversity sourcing and recruiting tactics[4] | apps.adp.com · Oct 29, 2026 |
According to AIRS Training, “Certified Diversity and Inclusion Recruiter (CDR): Requires you to demonstrate a mastery of the tactics and strategies required to source, recruit and hire a diverse workforce.”[4]
The CDR is a certification from AIRS Training for recruiters. AIRS also lists it as the Certified Diversity and Inclusion Recruiter. To earn it, you have to show that you know the tactics and strategies used to source, recruit and hire a diverse workforce. It is aimed at working recruiters and sourcers rather than people who are new to hiring.
Cost and delivery. The AIRS store lists the certification at a regular price of $895 USD. You take the assessment online by logging in to your MyAIRS account and opening your exam when you are ready.
Validity and renewal. AIRS certifications are valid for 2 years. To stay certified, you log back in to MyAIRS and retake the assessment. AIRS states that alumni can recertify for no fee every 2 years.
What we could not verify. The AIRS sources we checked do not give the number of questions, the time limit, the passing score or a formal content outline. They also don't say what happens if you fail an attempt and want to retake it. Check these details with AIRS Training at airsdirectory.com or in your MyAIRS account before you enroll. Be careful with any figures you see on other sites.
Prepare for the CDR - Certified Diversity Recruiter exam with our free practice test modules. Each quiz covers key topics to help you pass on your first try.
These are practice questions written for this site, not questions from the real exam. Each explanation shows why the right answer is right and why the others are wrong.
Question: Section 503 of the Rehabilitation Act sets what utilization goal for federal contractors?
Answer: C. 7% individuals with disabilities in each job group
Explanation:
C is correct. Under the OFCCP's Section 503 regulations, federal contractors apply a 7% utilization goal for qualified individuals with disabilities to each job group. Smaller contractors may apply it to their whole workforce instead. The goal helps a contractor find problem areas. It is not a quota. A (2%) is too low. B is wrong for two reasons: the figure is not 5%, and the goal is measured by job group, not only across the whole workforce. D (15%) is not a Section 503 figure, and the rule is not limited to executive roles. Rule to remember: Section 503 covers disability and sets a 7% goal measured by job group. Falling short means the contractor must look for barriers. It is not a violation by itself.
Question: What is the primary objective of business ethics in professional practice?
Answer: B. Creating sustainable value for all stakeholders
Explanation:
B is correct. Business ethics is about creating value a firm can sustain over time while treating customers, employees, shareholders, suppliers and the wider community fairly. For a diversity recruiter, that means a fair process for every candidate, honest employer branding and careful handling of candidate data. A is wrong because chasing short-term profit alone is exactly what ethics frameworks warn against. C is wrong because no organization can remove every risk. Ethics means weighing risks honestly and choosing responsibly. D is wrong because copying competitors is a strategy choice and says nothing about whether the conduct is right. Rule to remember: if an ethics question sets a long-term answer that serves all stakeholders against a narrow or absolute one, the broader answer is usually correct.
Question: Which is a leading indicator, rather than a lagging indicator, of diversity recruiting success?
Answer: A. Diversity of the candidate slate at the interview stage
Explanation:
A is correct. A leading indicator moves before the outcome you care about, so you still have time to act on it. The diversity of the interview slate shows you, while roles are still open, whether your sourcing and screening are producing a diverse pool that can turn into diverse hires. B is lagging: year-end representation reports what hiring and retention have already produced. C is lagging: annual turnover counts people who have already left. D is lagging: prior-year EEO-1 totals are a past snapshot of the workforce filed for compliance. Rule to remember: pipeline and funnel measures, such as applicant mix, slate mix and pass-through rates by stage, are leading. Headcount, turnover and filed reports are lagging.
The AIRS store lists the Certified Diversity and Inclusion Recruiter certification at a regular price of $895 USD. This is the published regular price. Check the AIRS store on airsdirectory.com when you enroll, because the store may show offers or bundles that change what you actually pay. Our practice sets on this page are free.
You take the CDR assessment online through the MyAIRS portal. AIRS says you log in to your MyAIRS account and click on your exam when you are ready. Because it is online, you can choose when to sit it. Read any instructions in your MyAIRS account before you start, since AIRS sets the format and rules.
The CDR is valid for 2 years. To renew, you log in to your MyAIRS account and retake the assessment, which certifies you for another 2 years. AIRS states that alumni can recertify for no fee every 2 years, so keeping the credential current does not cost extra.
The CDR is meant for recruiters and sourcers who want to show they know the tactics and strategies used to source, recruit and hire a diverse workforce. AIRS describes it as an assessment of exactly that. It is a good fit if diversity sourcing, inclusive hiring or EEO-related recruiting is a regular part of your job.
The AIRS sources we checked do not give the number of questions, the time limit or the passing score, and AIRS has not published a formal content outline there either. Ask AIRS Training directly or check your MyAIRS account for these details. Don't rely on figures from unofficial sites.
No. We wrote these practice questions ourselves with AI tools, based on the topics a diversity recruiter works with. They are not taken from the AIRS exam and are not endorsed by AIRS Training. Use them to find gaps in your knowledge and to practice applying rules, alongside the official AIRS training material.
How we verify: editorial & fact-checking policy. Report an error: contact us.