Instead, you need a hiring process that considers core values and broad culture fit. Don’t arrogantly presume you can transform a person who isn’t predisposed to believe in or share your core values into someone who is. Build that screening into your interview process, your onboarding process, and the way in which contributions are judged. Use it to inform how raises, recognition, and promotions are given. That’s the only way you’ll prove to your team that values are on par with work output.
