“The impetus to define it is because they’re all on recruitment drives,” Andy Crossey told Recruiter. “A lot of companies are building up after a dry period and they have to get to grips with who they are.”

Crossey added: “I have a phrase, ’Organisations tend to recruit in their own image.’ By that I mean, if you feel your organisation has a culture, you want to recruit people that will fit in with that culture. But how do you tell recruitment agencies, or how do you tell the people [being recruited] what type of culture it is? We need to define our culture so that we say ’that’s what it’s like to work here’.

“Culture’s a hard thing to define – but sometimes that’s what drives the desire to define what our culture is.”

Crossey acknowledged that there was “a fine line” between team building and creating an informal organisation culture such as a team within a team, and a corporate culture defined by values and goals. “For some organisations, a rigorous team spirit is important to the way they do things, but one becoming too strong or prevalent can be a bad thing,” he said.