Secure your 100 percent marks with these IAPP-CIPP-C exam prep

Our IAPP-CIPP-C PDF Braindumps are collected from our special practice questions team. A large portion of applicants are befuddled to choose from an enormous number of sites, they should initially download free IAPP-CIPP-C braindumps, actually take a look at the nature of braindumps, and afterward, choose to purchase a full form that contains complete IAPP-CIPP-C questions bank and VCE exam simulator.

IAPP-CIPP-C Certified Information Privacy Professional/ Canada (CIPP/C) candidate |

IAPP-CIPP-C candidate - Certified Information Privacy Professional/ Canada (CIPP/C) Updated: 2023

Exactly same IAPP-CIPP-C questions as in real test, WTF!
Exam Code: IAPP-CIPP-C Certified Information Privacy Professional/ Canada (CIPP/C) candidate November 2023 by team

IAPP-CIPP-C Certified Information Privacy Professional/ Canada (CIPP/C)

Exam Specification: IAPP-CIPP-C (Certified Information Privacy Professional/ Canada)

Exam Name: IAPP-CIPP-C (Certified Information Privacy Professional/ Canada)
Exam Code: IAPP-CIPP-C
Exam Duration: 2 hours and 30 minutes
Passing Score: Not specified
Exam Format: Multiple-choice

Course Outline:

1. Introduction to Privacy and Data Protection
- Overview of privacy and data protection principles
- Privacy laws and regulations in Canada
- Key concepts and terminology related to privacy

2. Canadian Privacy Laws and Regulations
- Understanding the Personal Information Protection and Electronic Documents Act (PIPEDA)
- Other relevant federal and provincial privacy laws in Canada
- Jurisdictional considerations in Canadian privacy law

3. Accountability and Governance
- Roles and responsibilities of organizations and individuals in privacy management
- Developing and implementing privacy policies and procedures
- Privacy governance frameworks and best practices

4. Privacy Assessments and Privacy Impact Assessments (PIAs)
- Conducting privacy assessments and PIAs in accordance with Canadian requirements
- Identifying privacy risks and mitigating measures
- Privacy by design and privacy-enhancing technologies

5. Consent and Privacy Notices
- Understanding the requirements for obtaining and managing consent
- Drafting privacy notices and communicating privacy practices to individuals
- Handling requests for access to personal information

6. Data Subject Rights and Individual Participation
- Recognizing and respecting data subject rights
- Responding to data subject requests for access, correction, and deletion of personal information
- Establishing processes for handling privacy-related complaints and disputes

7. Data Transfers and International Data Flows
- Understanding the legal frameworks for cross-border data transfers
- Evaluating adequacy, appropriate safeguards, and derogations for data transfers
- Managing international data flows in compliance with Canadian privacy laws

8. Privacy Operations and Management
- Establishing and maintaining privacy management programs
- Employee training and awareness on privacy practices
- Privacy incident management and response

Exam Objectives:

1. Understand the principles and concepts of privacy and data protection.
2. Comprehend the Canadian privacy laws and regulations, particularly PIPEDA.
3. Implement privacy accountability and governance within organizations.
4. Conduct privacy assessments and Privacy Impact Assessments (PIAs) according to Canadian requirements.
5. Manage consent and privacy notices in compliance with Canadian privacy laws.
6. Address data subject rights and facilitate individual participation in privacy matters.
7. Manage data transfers and international data flows in accordance with Canadian privacy laws.
8. Establish effective privacy operations and management practices within organizations.

Exam Syllabus:

Section 1: Introduction to Privacy and Data Protection (15%)
- Privacy and data protection principles
- Privacy laws and regulations in Canada
- Key concepts and terminology related to privacy

Section 2: Canadian Privacy Laws and Regulations (25%)
- Personal Information Protection and Electronic Documents Act (PIPEDA)
- Other federal and provincial privacy laws in Canada
- Jurisdictional considerations in Canadian privacy law

Section 3: Accountability and Governance (10%)
- Roles and responsibilities in privacy management
- Privacy policies and procedures
- Privacy governance frameworks

Section 4: Privacy Assessments and Privacy Impact Assessments (PIAs) (15%)
- Conducting privacy assessments and PIAs
- Identifying privacy risks and mitigating measures
- Privacy by design and privacy-enhancing technologies

Section 5: Consent and Privacy Notices (15%)
- Requirements for obtaining and managing consent
- Drafting privacy notices and communicating privacy practices
- Handling requests for access to personal information

Section 6: Data Subject Rights and Individual Participation (10%)
- Data subject

rights and their implementation
- Responding to data subject requests
- Managing privacy-related complaints and disputes

Section 7: Data Transfers and International Data Flows (10%)
- Legal frameworks for cross-border data transfers
- Evaluating adequacy and appropriate safeguards
- Managing international data flows

Section 8: Privacy Operations and Management (10%)
- Privacy management programs
- Employee training and awareness
- Privacy incident management and response
Certified Information Privacy Professional/ Canada (CIPP/C)
IAPP Professional/ candidate

Other IAPP exams

IAPP-CIPT Certified Information Privacy Technologist
IAPP-CIPM Certified Information Privacy Manager
IAPP-CIPP-E Certified Information Privacy Professional/Europe (CIPP/E)
CIPP-US Certified Information Privacy Professional/United States (CIPP/US)
IAPP-CIPP-C Certified Information Privacy Professional/ Canada (CIPP/C) proud of our reputation of helping people pass the IAPP-CIPP-C test in their very first attempts. Our success rates in the past two years have been absolutely impressive, thanks to our happy customers who are now able to boost their career in the fast lane. is the number one choice among IT professionals, especially the ones who are looking to climb up the hierarchy levels faster in their respective organizations.
Certified Information Privacy Professional/ Canada
Question: 42
What is the most important action an organization can take to comply with the FTC position on retroactive changes to a privacy policy?
A. Describing the policy changes on its website.
B. Obtaining affirmative consent from its customers.
C. Publicizing the policy changes through social media.
D. Reassuring customers of the security of their information.
Answer: B
Question: 43
What is the main purpose of the CAN-SPAM Act?
A. To diminish the use of electronic messages to send sexually explicit materials
B. To authorize the states to enforce federal privacy laws for electronic marketing
C. To empower the FTC to create rules for messages containing sexually explicit content
D. To ensure that organizations respect individual rights when using electronic advertising
Answer: D
Reference: business
Question: 44
Please use the following to answer the next QUESTION
Noah is trying to get a new job involving the management of money. He has a poor personal credit rating, but he has made better financial decisions in the past two years.
One potential employer, Arnie’s Emporium, recently called to tell Noah he did not get a position. As part of the application process, Noah signed a consent form allowing
the employer to request his credit report from a consumer reporting agency (CRA). Noah thinks that the report hurt his chances, but believes that he may not ever know
whether it was his credit that cost him the job. However, Noah is somewhat relieved that he was not offered this particular position. He noticed that the store where he
interviewed was extremely disorganized. He imagines that his credit report could still be sitting in the office, unsecured.
Two days ago, Noah got another interview for a position at Sam’s Market. The interviewer told Noah that his credit report would be a factor in the hiring decision. Noah
was surprised because he had not seen anything on paper about this when he applied.
Regardless, the effect of Noah’s credit on his employability troubles him, especially since he has tried so hard to Strengthen it. Noah made his worst financial decisions fifteen
years ago, and they led to bankruptcy. These were decisions he made as a young man, and most of his debt at the time consisted of student loans, credit card debt, and a few
unpaid bills C all of which Noah is still working to pay off. He often laments that decisions he made fifteen years ago are still affecting him today.
In addition, Noah feels that an experience investing with a large bank may have contributed to his financial troubles. In 2007, in an effort to earn money to help pay off his
debt, Noah talked to a customer service representative at a large investment company who urged him to purchase stocks. Without understanding the risks, Noah agreed.
Unfortunately, Noah lost a great deal of money.
After losing the money, Noah was a customer of another financial institution that suffered a large security breach. Noah was one of millions of customers whose personal
information was compromised. He wonders if he may have been a victim of identity theft and whether this may have negatively affected his credit.
Noah hopes that he will soon be able to put these challenges behind him, build excellent credit, and find the perfect job.
Consumers today are most likely protected from situations like the one Noah had buying stock because of which federal action or legislation?
A. The rules under the Fair Debt Collection Practices Act.
B. The creation of the Consumer Financial Protection Bureau.
C. Federal Trade Commission investigations into “unfair and deceptive” acts or practices.
D. Investigations of “abusive” acts and practices under the Dodd-Frank Wall Street Reform and Consumer Protection Act.
Answer: D
Question: 45
Please use the following to answer the next Question:
Cheryl is the sole owner of Fitness Coach, Inc., a medium-sized company that helps individuals realize their physical fitness goals through classes, individual instruction,
and access to an extensive indoor gym. She has owned the company for ten years and has always been concerned about protecting customer’s privacy while maintaining the
highest level of service. She is proud that she has built long-lasting customer relationships.
Although Cheryl and her staff have tried to make privacy protection a priority, the company has no formal privacy policy. So Cheryl hired Janice, a privacy professional, to
help her develop one.
After an initial assessment, Janice created a first of a new policy. Cheryl read through the draft and was concerned about the many changes the policy would bring
throughout the company. For example, the draft policy stipulates that a customer’s personal information can only be held for one year after paying for a service such as a
session with personal trainer. It also promises that customer information will not be shared with third parties without the written consent of the customer. The wording of
these rules worry Cheryl since stored personal information often helps her company to serve her customers, even if there are long pauses between their visits. In addition,
there are some third parties that provide crucial services, such as aerobics instructors who teach classes on a contract basis. Having access to customer files and
understanding the fitness levels of their students helps instructors to organize their classes.
Janice understood Cheryl’s concerns and was already formulating some ideas for revision. She tried to put Cheryl at ease by pointing out that customer data can still be kept,
but that it should be classified according to levels of sensitivity. However, Cheryl was skeptical. It seemed that classifying data and treating each type differently would
cause undue difficulties in the company’s day-to-day operations. Cheryl wants one simple data storage and access system that any employee can access if needed.
Even though the privacy policy was only a draft, she was beginning to see that changes within her company were going to be necessary. She told Janice that she would be
more comfortable with implementing the new policy gradually over a period of several months, one department at a time. She was also interested in a layered approach by
creating documents listing applicable parts of the new policy for each department.
What is the best reason for Cheryl to follow Janice’s suggestion about classifying customer data?
A. It will help employees stay better organized
B. It will help the company meet a federal mandate
C. It will increase the security of customers’ personal information (PI)
D. It will prevent the company from collecting too much personal information (PI)
Answer: C
Question: 46
Please use the following to answer the next Question:
You are the chief privacy officer at HealthCo, a major hospital in a large U.S. city in state A. HealthCo is a HIPAA-covered entity that provides healthcare services to more
than 100,000 patients. A third-party cloud computing service provider, CloudHealth, stores and manages the electronic protected health information (ePHI) of these
individuals on behalf of HealthCo. CloudHealth stores the data in state B. As part of HealthCo’s business associate agreement (BAA) with CloudHealth, HealthCo requires
CloudHealth to implement security measures, including industry standard encryption practices, to adequately protect the data. However, HealthCo did not perform due
diligence on CloudHealth before entering the contract, and has not conducted audits of CloudHealth’s security measures.
A CloudHealth employee has recently become the victim of a phishing attack. When the employee unintentionally clicked on a link from a suspicious email, the PHI of
more than 10,000 HealthCo patients was compromised. It has since been published online. The HealthCo cybersecurity team quickly identifies the perpetrator as a known
hacker who has launched similar attacks on other hospitals C ones that exposed the PHI of public figures including celebrities and politicians.
During the course of its investigation, HealthCo discovers that CloudHealth has not encrypted the PHI in accordance with the terms of its contract. In addition, CloudHealth
has not provided privacy or security training to its employees. Law enforcement has requested that HealthCo provide its investigative report of the breach and a copy of the
PHI of the individuals affected.
A patient affected by the breach then sues HealthCo, claiming that the company did not adequately protect the individual’s ePHI, and that he has suffered substantial harm as
a result of the exposed data. The patient’s attorney has submitted a discovery request for the ePHI exposed in the breach.
What is the most significant reason that the U.S. Department of Health and Human Services (HHS) might impose a penalty on HealthCo?
A. Because HealthCo did not require CloudHealth to implement appropriate physical and administrative measures to safeguard the ePHI
B. Because HealthCo did not conduct due diligence to verify or monitor CloudHealth’s security measures
C. Because HIPAA requires the imposition of a fine if a data breach of this magnitude has
D. Because CloudHealth violated its contract with HealthCo by not encrypting the ePHI
Answer: B
Question: 47
What privacy concept grants a consumer the right to view and correct errors on his or her credit report?
A. Access.
B. Notice.
C. Action.
D. Choice.
Answer: B
Question: 48
The Family Educational Rights and Privacy Act (FERPA) requires schools to do all of the following EXCEPT?
A. Verify the identity of students who make requests for access to their records.
B. Provide students with access to their records within a specified amount of time.
C. Respond to all reasonable student requests regarding explanation of their records.
D. Obtain student authorization before releasing directory information in their records.
Answer: B
Question: 49
In March 2012, the FTC released a privacy report that outlined three core principles for companies handling consumer data .
Which was NOT one of these principles?
A. Simplifying consumer choice.
B. Enhancing security measures.
C. Practicing Privacy by Design.
D. Providing greater transparency.
Answer: B
Reference: protecting-consumer-privacy
Question: 50
Please use the following to answer the next QUESTION
Matt went into his son’s bedroom one evening and found him stretched out on his bed typing on his laptop. “Doing your homework?” Matt asked hopefully.
“No,” the boy said. “I’m filling out a survey.”
Matt looked over his son’s shoulder at his computer screen. “What kind of survey?” “It’s asking QUESTION NO:s about my opinions.”
“Let me see,” Matt said, and began reading the list of QUESTION NO:s that his son had already answered. “It’s asking your opinions about the government and citizenship.
That’s a little odd. You’re only ten.”
Matt wondered how the web link to the survey had ended up in his son’s email inbox. Thinking the message might have been sent to his son by mistake he opened it and
read it. It had come from an entity called the Leadership Project, and the content and the graphics indicated that it was intended for children. As Matt read further he learned
that kids who took the survey were automatically registered in a contest to win the first book in a series about famous leaders.
To Matt, this clearly seemed like a marketing ploy to solicit goods and services to children. He asked his son if he had been prompted to deliver information about himself in
order to take the survey. His son told him he had been asked to deliver his name, address, telephone number, and date of birth, and to answer QUESTION NO:s about his
favorite games and toys.
Matt was concerned. He doubted if it was legal for the marketer to collect information from his son in the way that it was. Then he noticed several other commercial emails
from marketers advertising products for children in his son’s inbox, and he decided it was time to report the incident to the proper authorities.
Depending on where Matt lives, the marketer could be prosecuted for violating which of the following?
A. Investigative Consumer Reporting Agencies Act.
B. Unfair and Deceptive Acts and Practices laws.
C. Consumer Bill of Rights.
D. Red Flag Rules.
Answer: B
For More exams visit

IAPP Professional/ candidate - BingNews Search results IAPP Professional/ candidate - BingNews International Association of Privacy Professionals: Career and Certification Guide

Founded in 2000, the International Association of Privacy Professionals (IAPP) bills itself as “the largest and most comprehensive global information privacy community and resource.” It is more than just a certification body. It is a full-fledged not-for-profit membership association with a focus on information privacy concerns and topics. Its membership includes both individuals and organizations, in the tens of thousands for the former and the hundreds for the latter (including many Fortune 500 outfits).

Its mandate is to help privacy practitioners develop and advance in their careers, and help organizations manage and protect their data. To that end, the IAPP seeks to create a forum where privacy pros can track news and trends, share best practices and processes, and better articulate privacy management issues and concerns.

By 2012, the organization included 10,000 members. By the end of 2015, membership had more than doubled to 23,000 members. According to a Forbes story published that same year, approximately half of the IAPP’s membership is women (which makes it pretty special, based on our understanding of the gender composition for most IT associations and certification programs). Current membership must be between 30,000 and 40,000 as growth rates from 2012 to 2015 have continued, if not accelerated in the face of the EU’s General Data Protection Regulation (GDPR), which went into full effect on May 25, 2018. The IAPP also claims to have certified “thousands of professionals around the world.”

IAPP certification program overview

The IAPP has developed a globally recognized certification program around information privacy. Its current certification offerings include the following credentials:

  • Certified Information Privacy Professional (CIPP): seeks to identify professionals who work primarily with privacy laws, regulations and frameworks
  • Certified Information Privacy Manager (CIPM): seeks to identify professionals who manage day-to-day privacy operations for businesses and organizations
  • Certified Information Privacy Technologist (CIPT): seeks to identify IT professionals who work regularly (if not primarily) with privacy policies, tools and technologies on the job

All these certifications comply with the ANSI/ISO/IEC 17024 standard, which means they have been developed to meet stringent requirements for analyzing the subject matter and the fields of work to which they apply, along with formal psychometric analysis of test items to make sure that exams truly differentiate those who possess the required skills and knowledge to do the related jobs from those who do not.

All the IAPP exams follow the same cost structure, though charges vary by location. In the U.S., each first-time exam costs $550, with a $375 charge for any subsequent retake of the same exam. Those who already hold any IAPP certification pay just $375 for each additional certification exam they take. IAPP certification holders can either pay an annual maintenance fee of $125 to keep their certifications current (and meet continuing education requirements of 20 CPE credits every two years) or they must join the IAPP.

If a person joins, they’ll pay an annual membership fee. Currently, that’s $250 for professional members, $50 for student members, and $100 for all other membership categories (government, higher education, retired and not-for-profit). Those who elect to pay the certification maintenance fee need pay only once a year, no matter how many IAPP certifications they earn.

IAPP exams are available at Kryterion testing centers, which may be identified with its test center locator. Exams consist of 90 question items. Candidates may take up to 150 minutes (2.5 hours) to complete any IAPP exam. Payment is handled through the IAPP website, but Kryterion handles date and time windows for exams at its test centers.

Certified Information Privacy Technologist (CIPT)

This credential is the most likely place for a person working in IT to start their IAPP efforts. The CIPT validates skills and knowledge about the components and technical controls involved in establishing, ensuring and maintaining data privacy. To be more specific, the body of knowledge (BoK) for the CIPT stresses important privacy concepts and practices that impact IT, and makes sure that practitioners understand consumer privacy expectations and responsibilities.

It also addresses how to bake privacy into early stages of IT products or services to control costs and ensure data accuracy and integrity without impacting time to market. CIPTs understand how to establish privacy policies for data collection and transfer, and how to manage privacy on the internet of things. They also know how to factor privacy into data classification, and how it impacts emerging technologies such as biometrics, surveillance and cloud computing. Finally, CIPTs understand how to communicate on privacy issues with other parts of their organizations, including management, development staff, marketing and legal.

Certified Information Privacy Professional (CIPP)

IAPP describes this certification as just right for “the go-to person for privacy laws, regulations and frameworks” in an organization. This audience may include more senior privacy or security professionals with IT backgrounds, but it may also involve people from management, legal or governance organizations whose responsibilities include data privacy and protection concerns. This goes double for those involved with legal and compliance requirements, information management, data governance, and even human resources (as privacy is a personal matter at its core, involving personal information).

Because managing privacy and protecting private information is often highly regulated and subject to legal systems and frameworks, the IAPP offers versions of the CIPP certification where such content and coverage has been “localized” for prevailing rules, regulations, laws and best practices.

There are five such versions available: Asia (CIPP/A), Canada (CIPP/C), Europe (CIPP/E), U.S. Government (CIPP/G) and U.S. Private Sector (CIPP/US). As of this writing, the CIPP/E perforce offers the most direct and focused coverage of GDPR topics. That said, given that GDPR applies to companies and online presences globally, such material will no doubt soon make its way into other CIPP versions in the next 6-12 months. The U.S.-focused exams are already scheduled for a refresh in August 2018, as per the IAPP website’s certification pages.

For example, the CIPP/US page includes the following materials:

Each of the other regional versions of the CIPP has a similarly large, detailed and helpful collection of resources available to interested readers and would-be certified professionals.

Certified Information Privacy Manager (CIPM)

The CIPM is a more senior credential in the IAPP collection. It seeks to identify persons who can manage an information privacy program. Thus, the focus is on privacy law and regulations and how those things must guide the formulation of workable and defensible privacy policies, practices and procedures for organizational use. The CIPM BoK covers the following topics:

  • Privacy program governance: organizational vision, program definition and creating a privacy team; developing a privacy program framework; implementing a privacy policy framework; and identifying and using metrics to report on privacy for governance, auditing, and regulatory purposes
  • Privacy operational lifecycle: assess organizational and third-party partner and processor privacy posture, including physical and business assessments; establish privacy protections over the data lifecycle, following best cybersecurity practices and Privacy by Design; sustain privacy protections by measuring, aligning, auditing and monitoring privacy data; respond to requests for information about personal data; and respond to privacy incidents as they occur

In general, CIPMs play a lead role in defining and maintaining data privacy policies for their organizations. They will usually be responsible for operating the privacy apparatus necessary to demonstrate compliance with all applicable privacy rules, regulations and laws for the organization as well.

Other IAPP certifications

The IAPP also offers two other elements in its certification programs. One is the Privacy Law Specialist, which aims at attorneys or other licensed legal professionals who wish to focus on privacy courses in a legal context. The other, called the Fellow of Information Privacy (FIP), aims at those at the top of the privacy profession and is available only to those who’ve completed two or more IAPP credentials, including either a CIPM or a CIPT, and one or more of the CIPP credentials. It requires three professional peer referrals and completion of a detailed application form. We won’t discuss these credentials much more in this article, except to note here that the Privacy Law Specialist garnered a surprising 200 hits in our job board search (see below for other details gleaned thereby).

Finally, the IAPP website recommends the combination of CIPP/E and CIPM as the possible credentialing for those wishing to focus on GDPR, shown in this screenshot from its Certify pop-up menu:

IAPP employment: Job board stats and example jobs

We visit four job posting sites to check on demand for specific credentials: Simply Hired, Indeed, LinkedIn and LinkUp. Here’s what we learned.

Certification  Search string  Simply Hired  Indeed  LinkedIn  LinkUp  Total 
CIPP CIPP 668 745 1,064 401 2,878
CIPM CIPM 187 198 260 191 836
CIPT CIPT 146 155 276 210 787

The breakdown for CIPP fell out like this: CIPP/A 27, CIPP/C 287, CIPP/E 351, CIPP/G 154 and CIPP/US 401. As you’d expect, the U.S. categories combine for a majority, with Europe a surprising second ahead of third-place Canada.

Salary information appears in the next table. We collected low, median and high values for each credential, finding surprisingly little difference between the CIPM and the CIPP. Given that a CIPM is likely to hold a management position, this shows that the CIPP holds considerable value in employers’ estimations. It’s also interesting that the median values show the CIPT and the CIPP are close to one another too. This bodes well for IT professionals interested in pursuing the CIPT.

Certification Low Median High
CIPP $33,969 $66,748 $131,156
CIPM $41,069 $73,936 $133,106
CIPT $32,131 $62,279 $120,716
Privacy Law Attorney $46,146 $89,026 $171,752

Typical positions for privacy professionals are very much one-offs. We found a risk management and compliance manager position at a South Carolina government agency charged with defining and implementing security and privacy policies for the department of corrections. That position paid $120,000 per year and involved security and audit compliance, business continuity and disaster recovery planning, and risk and incident management. By itself, the requested CIPM would not be enough to qualify for that job.

The next position was for a healthcare services director position in Albuquerque, New Mexico, which involved auditing, risk management, and contract and vendor negotiation. Its pay range was $140,000 to $190,000 per year, and it required serious management chops, along with IT governance and risk and compliance experience, with calls for knowledge of tools like Archer and Clearwell. The third position was for a senior data privacy associate at a Washington law firm, which sought a person with a CIPP/E, CIPP/US and CIPT, with pay in the $120K-$150K range.

Thus, it appears there are plenty of opportunities – some with high rates of pay – for those willing to climb the IAPP certification ladder. Both the job boards and the individual postings speak directly to strong and urgent need in the field for qualified privacy professionals at all levels.

Training resources

IAPP courses are available through many channels, including classroom training through the IAPP and its partner network. Online training classes are also available, for lesser charges. The IAPP provides ample references and resources, with authoritative and supplemental texts, websites, legal references and statutes, and more for each of its credentials. There’s also plenty of self-study material for those who prefer that route.

The IAPP also offers practice exams (which it calls demo questions) to help candidates prepare for exams. Surprisingly, there is even something of an aftermarket for IAPP books and materials, as a quick trip to Amazon will attest.

Thu, 09 Nov 2023 10:01:00 -0600 en text/html
Pro-Israel AIPAC plans to drop huge sums to unseat the Squad in 2024 No result found, try new keyword!AIPAC, a pro-Israel political action committee, is reportedly prepared to spend $100 million to defeat progressive members of Congress in the 2024 elections. Thu, 16 Nov 2023 00:26:00 -0600 en-us text/html GDPR vs. Generative AI: Who Will Be the Last One Standing?

When OpenAI launched its human-like chatbot ChatGPT from its headquarters in San Francisco, it may have not expected that data protection authorities (DPAs) from thousands of miles away all across Europe would soon be questioning some of its privacy practices, with some even blocking the tool in their countries altogether.

Since then, the tensions between generative artificial intelligence, powered by large language models (LLMs) and the principles established by the General Data Protection Regulation (GDPR) are ongoing, a dance between the technology and the privacy law that some predict may leave only one of the two standing.

Fri, 03 Nov 2023 09:13:00 -0500 en text/html
How Your Appearance Impacts Hiring Decisions
Photo courtesy of

Think back to your last job interview. If it felt like the hiring manager was more focused on how you look, whether you smiled and your age and race than your qualifications for the job, you could be right.

Fairygodboss surveyed 500 hiring professionals (50.2% female and 49.8% male) in October and showed them photos of women of varying ages and races with different body shapes, hairstyles, demeanors and clothing. The hiring managers were asked to pick three adjectives to describe each woman from a list of 11 adjectives—professional, unprofessional, leadership material, confident, intelligent, friendly, reliable, cold, superficial, insecure and lazy.

“There is a perception that women are judged more harshly than men when it comes to appearances,” says Mary Pharris, director of business development and partnerships for FairyGodBoss. “We wanted to see if appearance was affecting hiring decisions.”

The only way to achieve parity in hiring practices is if applicants and managers are aware of these inherent biases and incorporate ways to overcome them, Pharris says. For instance, hiring managers need to ask themselves, if they’re not sure if someone is leader, is it because the candidate looks a certain way or because the candidate doesn’t have any leadership experience. Here are examples of four biases female job candidates frequently face, according to the report.


Only 15.6% of hiring managers said they would hire an overweight woman. In fact, 20% described an overweight candidate as lazy, 21% described her as unprofessional and only 18% said she had leadership potential. If you are overweight, be prepared to emphasize your work ethic, professionalism and leadership skills, the report recommends.



Even though older women are often perceived to have positive traits and characteristics, hiring managers may still choose not to hire them, the report finds. Out of 15 candidates, survey respondents ranked the oldest looking candidates sixth for professionalism, third for leadership and first for reliability. Despite these high rankings, only 29.2% of respondents said they would hire the older candidate.


Most hiring professionals preferred to hire women of their own race, the report finds. Among African American respondents, 67.7% listed the African American candidate as one of their top choices. Among Asians, 61.5% listed the Asian woman as the best candidate. These findings suggest that women of color have a better change of landing a job when someone of their own race interviews them, the report states.

Fairygodboss CEO and co-founder Georgene Huang is a Forbes contributor.

Thu, 13 Aug 2020 22:32:00 -0500 Lisa Rabasca Roepe en text/html
Vice President

In her role as Vice President and University Chief Compliance and Privacy Officer, Kim Gunter leads the Office of Compliance, Policy and Privacy Services, overseeing all ongoing activities related to the development, implementation, maintenance of, and adherence to Drexel's policies and procedures covering the privacy of and access to sensitive information, including student information and patient information, in compliance with federal and state laws. She also oversees the University's adherence to federal, state, and local regulatory requirements and the University's policies and procedures, including the Code of Conduct, Conflict of Interest Program and the Drexel Compliance Hotline program.

Kim has over 20 years of experience in health care compliance, privacy, and legal, regulatory and risk management. At TridentUSA Health Services, a national bedside diagnostics company, Kim served as the organization's first compliance and privacy officer and built the program there from the ground up, serving as the main point of contact for all compliance program activities, including health care, HIPAA privacy and security, elder justice, Medicare and state regulatory compliance concerns. Kim was also Trident's first Chief Diversity Officer, where she implemented institutional goals to address issues of equality for all employees and associates.

Prior to Trident, Kim served as a privacy director at Johnson & Johnson, as associate director of marketing compliance at Centocor Inc., as a compliance and privacy manager at PwC (where several academic medical institutions were among her clients), and as a risk management consultant for Princeton Insurance Company. Throughout these roles, Kim acquired significant experience implementing privacy and audit programs on a global scale. She excels in establishing methodologies and assessments, compliance standards, and educational training for the protection of personal information in a variety of industries and business operations.

Through her work with the International Association of Privacy Professionals (IAPP), Kim helped develop a Higher Education Privacy Section, and as a member of its faculty, she trains certification candidates on the key elements of higher education laws. Kim has served as an adjunct professor at Widener University School of Law. She continues to mentor and teach J.D. candidates as a guest lecturer and member of the Health Law Program's Board of Advisors at Drexel's Kline School of Law.

Kim obtained an undergraduate degree in business administration from Georgetown University, a law degree from Villanova University School of Law, and a master of laws from Widener University School of Law. She has earned an Associate in Risk Management from the Insurance Institute of America, Certified Information Privacy Professional and Manager designation from the IAPP, and a Certified Compliance and Ethics Professional designation from the Compliance Certification Board.

Mon, 17 Aug 2020 05:14:00 -0500 en text/html
Hood and Tassel Info

The tassel for the cap is included with the rental of the cap and gown. Be sure to indicate the correct college/school and tassel color on the order form when placing your rental order.

All candidates for degrees should wear the cap (mortarboard) horizontally with the point directly in the center front and tassel on the right for undergraduate and professional candidates and on the left for graduate candidates.

All candidates participating in the commencement exercise wear a tassel on the cap. The color of the tassel indicates the college/school of the University granting the degree.

Wed, 08 Jan 2020 09:40:00 -0600 en text/html
When Ghosting Goes Professional: Filtering Out Non-Serious Candidates

CJ Eason, “The Job Doctor,” President of Community Outreach with

Why does interviewing candidates feel similar to online dating? I feel like being stood up has become a regular habit for candidates searching for employment. Ironically, some apply on a job search website, you coordinate an interview, they stand you up and then they reapply on another website. For recruiters, this is confusing and frustrating.

We've all heard the tales of being stood up on a date—the anticipation, preparation and disappointment. But what happens when this trend seeps into the professional world? As a recruiter, I've felt that sting more times than I'd like to admit. It's one thing to be ghosted romantically, but being stood up for a job interview? That's a whole new level of heartbreak.

But fear not, fellow recruiters! Just as the dating world has evolved with technology, so has the recruitment process.

Streamlining Recruitment With Video Demonstrations

Influencers dominate social media, and video content reigns supreme. The recruitment landscape is also evolving. Video has emerged as a powerful tool for recruiters to gain deeper insights into candidates beyond the traditional résumé. Recruiters can request candidates use video submissions to showcase their job experience, skills and potential contributions to the company.

While candidates might feel hesitant about being "test-driven," in today's digital age, creating a video to enhance one's professional image is straightforward and can be beneficial. This method is not only cost-effective but is also becoming essential in modern recruitment. With many roles requiring hands-on skills, video demonstrations can be pivotal in preventing costly hiring mistakes.

When leveraging video submissions, it can be helpful to lay out a few guidelines for candidates:

• Expectations: Clearly outline video expectations, including length (e.g., two to five minutes), format and key topics. Ensure candidates address both situational and general interview questions.

• Experience And Skills: Candidates should succinctly narrate their professional milestones, emphasizing roles and achievements to provide insight into their career trajectory.

• Value Proposition: Encourage candidates to articulate how they'll benefit the company, drawing from past experiences where they've added significant value.

• Soft Skills: Videos should quickly highlight a candidate's communication, body language and presentation, offering insights into their confidence and clarity.

• Creativity: While professionalism is key, candidates should be encouraged to add creative elements to their videos through visual aids or storytelling.

• Privacy: Assure candidates of the confidentiality of their submissions, emphasizing its use solely for recruitment.

Incorporating video submissions can help recruiters identify genuinely interested candidates, making time investment a crucial aspect of modern job searches.

Video Submissions In The Recruitment Process

Here are a few examples of possible video submissions depending on the candidate's discipline:

Truck Driver Driving Demonstration: Ask candidates to record a video of them driving, showcasing their ability to handle a truck, navigate routes and adhere to safety protocols.

• Route-Planning Scenario: Provide a hypothetical delivery scenario and ask the candidate to explain on video how they would plan an efficient route.

Customer Service

• Scenario Response: Provide a challenging customer complaint or inquiry and ask the candidate to record their response, showcasing their problem-solving and communication skills.

• Role-Play: Candidates can act out a typical customer interaction, demonstrating their ability to handle various customer personalities and issues.


• Problem-Solving Scenario: deliver the candidate a set of hypothetical financial data and ask them to explain on video how they would prepare certain reports or address specific financial challenges.

• Technical Explanation: Candidates can explain complex accounting concepts or procedures, showcasing their expertise and communication skills.


• Case Analysis: Provide a mock legal scenario and ask the candidate to record a video explaining their approach, legal recommendations or strategy.

• Role-Play: Set up a hypothetical client consultation where the candidate has to advise on a legal matter, demonstrating their interpersonal and analytical skills.

Software Developer

• Problem-Solving Scenario: Pose a hypothetical coding challenge and ask the candidate to explain their approach.

Work Samples: An Authentic Gauge In Recruitment

While résumés highlight qualifications, work samples can demonstrate a candidate's skills. Serious candidates will likely provide quality samples, whereas others may falter. Onboarding shouldn't be a gamble; companies aim for a smooth integration without excessive training.

The "try-before-you-hire" approach ensures recruiters' time is efficiently used. It's a proactive approach, asking candidates to demonstrate their worth rather than just stating it. Incorporating work samples early in the recruitment process can help streamline candidate evaluations.

Some examples of work samples in recruitment include:

Web Developer

• Code Sample: Ask candidates to provide a snippet of code they've written, preferably from a project they're proud of.

• Website Link: Request a link to a website or web application the candidate has developed, showcasing their design and functionality skills.

Marketing Specialist

• Campaign Overview: Have candidates provide an overview or case study of a marketing campaign they've worked on, detailing strategy, execution and results.

• Content Sample: Request a demo of content the candidate has created, whether it's a social media post, ad copy or an email campaign.

Case Manager

• Case Study: Provide a hypothetical scenario of an individual needing assistance (e.g., a person with specific health, social or financial challenges). Ask candidates to draft a case management plan detailing the steps and resources they would utilize.

• Client Interaction Role-Play: Request a video or written role-play scenario where the candidate interacts with a hypothetical client, demonstrating their interpersonal skills and problem-solving approach.

Sales Manager

• Sales Strategy Presentation: Ask candidates to provide a presentation they've given on sales strategies, targets or team motivation. This will showcase their ability to plan, lead and communicate effectively.

• Performance Report: Request a demo report detailing team performance metrics, sales targets and achievements. This can deliver insights into a candidate's analytical skills and ability to drive results.

Harnessing Video And Work Samples

Genuine candidates see work samples as a chance to showcase their skills, while the less committed may shy away. Evaluating problem-solving and creativity reveals their adaptability. Though it may seem like an extra step for recruiters, using work samples or videos effectively can weed out unsuitable candidates, saving time and reducing hiring costs in the long run.

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

Mon, 30 Oct 2023 23:15:00 -0500 CJ Eason en text/html
Undergraduate Colors


Each candidate is required to rent a Purdue University custom cap and gown. Our distributor Herff Jones (rental link will appear on your Commencement Task List after you indicate participation) will ship the cap and gown, along with a prepaid mailing label for you to mail back your gown (and hood if you are a graduate or professional candidate). You should receive your cap and gown within 10-14 business days of submitting your rental order, and you must return the gown 2 weeks after graduation.

Tassel Colors

*A black and gold keepsake tassel may be purchased, but graduates should wear their academic color tassel to commencement.

Health and Human Sciences

Consumer Science & Retailing


Health & Kinesiology

Sage Green

Health Sciences

Salmon Pink

Hospitality & Tourism Management


Human Development & Family Studies


Nutrition Science


Psychological Sciences


Speech, Language Hearing Science


Public Health

Salmon Pink

Liberal Arts
Public Policy and Public Administration
Polytechnic Institute
Veterinary Medicine
Wed, 19 Aug 2020 05:15:00 -0500 en text/html
MBA for Professionals

We are seeking MBA for Professionals candidates for both our Portland and Salem campuses. Applicants are encouraged to review our admission requirements and complete the online application as soon as possible. Class size is limited and admission and scholarship decisions are made on a rolling basis.

Tuition Assistance

  • Students in the MBA for Professionals program have many opportunities to offset the cost of their MBA education through scholarships and federal educational loans.
  • The Willamette MBAP program has also created partnerships with a number of local employers that include tuition discounts.


If you have questions or would like to personally discuss our admission processes and financial assistance programs please email or call 971-717-7260.

Sat, 01 Aug 2015 17:12:00 -0500 en text/html
Behind the Algorithms: 3 International Regulators Share Their Approach to AI Governance

As the global data ecosystem sees more transfers of information between nation states and various jurisdictions, it has become increasingly important to consider other countries’ tech policies—not only for guidance, but to create compliance regimes for companies operating internationally.

Few technologies have garnered as much attention from various countries’ regulators as generative artificial intelligence. Just this week, the U.S. White House issued an executive order on AI governance, the UK hosted a much anticipated AI Safety Summit and the G7 countries released their own guiding principles of AI use.

Fri, 03 Nov 2023 16:27:00 -0500 en text/html

IAPP-CIPP-C learner | IAPP-CIPP-C certification | IAPP-CIPP-C study tips | IAPP-CIPP-C education | IAPP-CIPP-C study help | IAPP-CIPP-C thinking | IAPP-CIPP-C techniques | IAPP-CIPP-C reality | IAPP-CIPP-C exam format | IAPP-CIPP-C helper |

Killexams exam Simulator
Killexams Questions and Answers
Killexams Exams List
Search Exams
IAPP-CIPP-C exam dump and training guide direct download
Training Exams List