Hiring organizations are currently competing for talent in one of the toughest talent markets in decades. As talent acquisition professionals are faced with immense pressure to recruit, attract, and hire quality talent quickly, hiring strategies are constantly being re-evaluated, including recruitment techniques and HR tech solutions. But what about background screening processes?
To help us address this question, we hosted Pamela Devata, Labor & Employment Partner at Seyfarth Shaw, to discuss how hiring organizations can build a screening strategy that’s both compliant and fast enough to beat out the competition in today’s talent market.
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Pamela Devata is a Labor and Employment Partner at Seyfarth Shaw LLP in Chicago, IL. Pam leads Seyfarth’s nationwide Background Screening, Litigation and Compliance Team. She’s a national authority and firm go-to for all issues related to the Fair Credit Reporting Act (FCRA), background screening compliance, use of criminal and credit history, electronic signature issues, and online and manual employment applications.
She represents employers, resellers, and consumer reporting agencies of background information on compliance requirements under FCRA and related state laws, develops procedures for appropriately handling high-volume national hiring needs, and she regularly litigates these issues on a single-plaintiff and class-wide basis throughout the country.
Pam also testified before the EEOC at a public meeting regarding the use of credit checks in employment in Washington, D.C. Pam is also a certified Lean Six Sigma Yellow Belt and was formerly an adjunct professor of Legal Writing at Chicago-Kent College of Law.