After founding Chobani in 2005, CEO Hamdi Ulukaya found himself needing to hire good, reliable workers to support his quickly growing company. Ulukaya, a Turkish immigrant, had heard of the employment challenges facing refugees in the US and, as he told Fortune in February, worked with a refugee resource organization called The Center to help them translate their skills to his yogurt factory. By 2018, refugees and immigrants accounted for 30% of his workforce, Ulukaya told Inc.

Even as rumors of a recession loom, there are still 10.7 million job openings in the US. Despite this, and the low unemployment rate, a February study from Cornell found that there are many structural obstacles to finding refugees long-term employment in the US. However, there are ways people pros can thoughtfully integrate refugees into their organizations.

Intentional hiring. It’s not that employers don’t want to help: 45 companies, including Hilton, PepsiCo, and Pfizer committed in September to collectively hiring more than 20,000 refugees in the US in the next three years. The issue, experts told HR Brew, is that HR leaders often have preconceived notions about hiring refugees and don’t know how to go about recruiting them.

For example, the US has admitted approximately 25,000 refugees in 2022, more than double the less than 12,000 who settled in the country in 2020. They have been vetted by the US government, often for years, and have working papers. Many HR professionals don’t realize this, explained Hannah Roche, program manager at Global Talent, an organization that helps refugees find jobs.

Despite these perceived barriers to entry, Chobani has been able to intentionally recruit and advance refugees in the workplace. Keep reading here.—KP

Do you work in HR or have information about your HR department we should know? Email [email protected] or DM @Kris10Parisi on Twitter. For completely confidential conversations, ask Kristen for her number on Signal.

Considering a name change? If you’re not trying to rebrand as an artist (looking at you, Snoop…Lion?), chances are that you’re an HR pro.

Recent years have seen HR leaders increasingly changing their job titles, and with them the names of their teams. These name changes have been meant to signal a new era and set of priorities for HR. But does a name change really make a difference? Does calling a CHRO a “chief culture and diversity officer” make them more effective? What about calling an HR team a “people team”?

As long as they can take care of business, perhaps it doesn’t matter.

“CEOs have realized that this must be a strategic function, regardless of what you call it,” Steve Patscot, leader of Spencer Stuart’s North American HR practice, told HR Brew.

But it has been an interesting trend to watch and weigh in on, and those in and around the field have had no shortage of opinions on it.

All about the people. You’ve heard of an HRBP, but what about a PEBP? Cambium Learning’s Liza Taube told HR Brew via email that her company has been calling the HR function “people experience,” as reflected in her job title: senior people experience business partner.

“We also have a group within that called ‘people enablement,’” Taube wrote. “I think this much more accurately captures what we really do for the organizations we partner with to accomplish real business success.”

Tara Rose, people success partner at Interactions, an AI-driven virtual assistant provider, emailed to say her company is rebranding HR as “people success,” like in her own job title.

Some fun ideas. Those interested in getting a little creative have a lot of options to consider and no shortage of folks willing to offer advice. Keep reading here.—AK

Do you work in HR or have information about your HR department we should know? Email [email protected] or DM @AmanfromCT on Twitter. For completely confidential conversations, ask Aman for his number on Signal.

Social media has transformed nearly every facet of our lives, and there seems to be no escaping its impact on HR teams. As platforms like LinkedIn and TikTok expand their video application options for recruiters and job-seekers, the extent to which social media influences the field is only destined to grow.

By leveraging the personal nature of the platforms, hiring teams can use social media to both get a better sense of a candidate’s character and skills than résumés alone and diversify their recruiting strategies to meet hiring goals.

Showcasing skills online. A tight labor market has some employers placing more emphasis on skills and certifications than previous employment or secondary education.

HR pros can use social media to understand what capabilities and skills candidates can bring to their workplace. Social media platforms highlight exactly what users want others to know about their lives, in a format that’s potentially more succinct than a résumé, as noted in a recent Quartz story.

Social recruiting. John Patterson, VP for talent at Macy’s, told HR Brew in September that to recruit seasonal hires ahead of the busy holiday season, the company got creative with how it advertised jobs. This was especially helpful when trying to reach specific demographics.

“We wanted to tap into the Latinx market and expand our reach for candidates. What we realized is that if we ran bilingual ads on Pandora or Spotify on the Latinx music channels, [it] was a great way to bring more candidates into the process,” Patterson said.

As for our readers…We asked last week how much of a role social media plays in hiring. Some 40% said it is “nice to have,” while 22% said it’s “crucial,” and 37% said it’s “not necessary.” Keep reading here.—AD

Do you work in HR or have information about your HR department we should know? Email [email protected] or DM @adamderose on Twitter. For completely confidential conversations, ask Adam for his number on Signal.

Today’s top HR reads.

Stat: 74% of managers have cited or plan to cite office attendance in employee performance reviews. (Capterra)

Quote: “Many companies may try to delay as long as possible while they get their house in order.”—Mariann Madden, director at consultancy Willis Towers Watson, on companies’ slow start in complying with NYC’s new salary transparency law (Bloomberg)

Read: There’s a secret market for unlisted six-figure jobs, and it may help companies skirt certain pay transparency laws. (the Wall Street Journal)

People person: Want to listen better, reduce interpersonal conflict, and feel more centered? Attend Georgetown’s virtual sample class, Coaching Skills for HR Professionals, on November 15.*

^{*This is sponsored advertising content.}