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

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.”

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.

Weight

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.

Demeanor

Age

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.

Race

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.

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.

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.

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

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.

Accounting

• 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.

Attorney

• 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.

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Gown

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.

Agriculture

Education

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Liberal Arts

Business

Public Policy and Public Administration

Pharmacy

Polytechnic Institute

Science

Veterinary Medicine

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.

Questions

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