Design job-related and inclusive selection criteria
HRPD-104 · Version 1.2
Ethical Hiring AI and Employee Privacy
Use data and AI in recruitment and employment decisions without surrendering fairness, privacy or human accountability.
120 minCertificate included
Learning outcomes
Design job-related and inclusive selection criteria
Identify bias and automation risks
Minimize and protect employee data
Apply meaningful human review to AI-assisted decisions
Course journey
7 modules. One practical action plan.
- 117 min
Job related hiring
Selection criteria should predict performance of essential duties and avoid direct or adverse discrimination.
- 217 min
AI bias and human oversight
Automated tools can reproduce historical bias, use hidden proxies and create confident outputs without a defensible basis.
- 317 min
Employee data and monitoring
Workplace privacy starts with a legitimate purpose, proportional collection, transparent use and secure retention.
- 417 min
Procurement incidents and governance
A vendor does not take away the employer's responsibility for lawful, secure and explainable employment decisions.
- 517 min
AI governance and permitted use
Define the purpose, data boundary, owner and reviewer before using AI in employment work.
- 617 min
Testing and monitoring
Monitor job relevance, limitations, unexpected outcomes and meaningful human challenge.
- 718 min
Incident response and accountability
Respond to AI, privacy and fairness incidents by preserving facts, containing risk and escalating.
Regulatory positioning
Clear claims. No ambiguity.
Designed as relevant, quantifiable professional-development content. No HRPA approval or automatic eligibility is claimed. Participants remain responsible for determining relevance, classifying and reporting hours, and retaining supporting documentation. Employment-law content is educational and is not legal advice.
