This evolving employer brand philosophy will not only serve you well under new leadership – it will also ensure you build a more meaningful, effective, and impactful employer brand.

I think it's a mistake to say "employer branding is dead" because you're moving to a "one brand" strategy, but it's hard to resist lines like, "Delivering your brand is as much about what you don’t do and say as it is about what you do say and do."

You know that my feeling is that the platonic ideal of employer brand isn't to be a silo, but rather a single perspective through a shared brand for the entire company. Ignoring how surprised I was that a marketing/branding magazine even know what employer brand was, here's a great article geared towards marketers on how to leverage a stronger employer brand.

Usually, when I get looped into "should recruiting have it's own social channels" fights, the fight is based on feelings and politics. How controlling is marketing being? How willing are you to care and feed the channel? Etc. But Hubspot offers a smart set of arguments as when when you should (and should not) launch your own dedicated social channels.

If we are in a post-advertising world (and there's evidence to suggest it), have you started to think about your employer brand as a platform? Or have you started to think about your employer brand's place in your corporate brand platform?