How important do you think it is for people to truly buy-in to what you are doing and what your ethics are?
I think this is really a question about engagement? Attempting to assess if ‘someone truly buys into what you are doing’ sounds more like self-confirmation bias in the hiring process? I think what you want is employee engagement, which itself is a function of (i) alignment between the employee’s needs (doing mostly the things they enjoy doing, financial, developmental, etc.) and that of the business and (ii) their sense of involvement.
I think it is more important to relentlessly develop people. I actually don’t care if they ultimately leave the business, so long as when they get to the end of their careers – they look back and think ‘that was a worthwhile experience/I learnt a lot that helped me later on.’ I don’t particularly want people who drink whatever the product in developments ‘cool aid’ is – as that slows down organisational learning.
Do you find it’s a risk hiring experienced candidates who may bring more traditional modes of thinking into what needs to be an innovative environment?
It depends on the role. In life sciences, it is definitely not innovation at any cost – or very bad things can happen. Experience of ‘what good looks like’ is actually very helpful, particularly in certain areas.
As long as they are hungry to learn, and focused on ‘getting the job done – not getting their job done’ – I don’t see risks.