[{"_1":2,"_40":-5,"_41":-5},"loaderData",{"_3":4,"_6":7},"root",{"_5":-5},"user","routes/share.tag.$slug",{"_8":9,"_30":31,"_32":31,"_33":34,"_39":31},"posts",[10],{"_11":12,"_13":-5,"_14":15,"_16":17,"_18":19,"_20":21,"_22":23,"_24":-5,"_25":26,"_27":26,"_28":29},"id",117,"author_id","title","Challenges of Hiring Good People by William A. Sahlman","content","

【編集部注・2026年3月更新】ハーバード・ビジネス・スクールのウィリアム・サールマン教授による「優秀な人材の採用の課題」についての講義の書き起こしです。

　I don't know how many of you really love to interview people. \r\nIs that something you get up every morning and say, \r\n\"I'd really love to go have to hire someone new, an assistant or salesperson, a product manufacturer, or a product manager?\" \r\nSo we always want the person to be the right person.\r\n\r\n　We look them in the eye, and we assume they're the right person, because we don't want to interview the next 50 people.\r\nAnd then we ask questions that guarantee they are the right person.Hiring is a 50 % probability gain. \r\nI don't know what you all, or what your odds have been, but if you just go back in history and say, \"How many mistakes did you make out of the percentage of people you hired?\" The fact is, it's a risky business.\r\n And so you have to take that into account. \r\n\r\n　And I think you have to spend a lot of time in particular, trying to make sure that you don't make a mistake. \r\nBecause it turns out, mistakes in people are what cause companies to go bad. \r\nSo someone did some research with a group of young presidents' organization people.\r\nAnd the estimate was that bad people hire, person hircost $500,000. \r\n\r\n　But in my experience, it very often costs the whole company. \r\nYou lose the company because people who are bad turn out to make bad decisions, and they hire other bad people. \r\nAnd so one of your tasks as an entrepreneur is to recognize that you might make the mistake, and then be pretty quick at trying to solve that mistake.\r\n\r\n　People don't change. You do need to treat them with respect, you need to give them the opportunity. \r\nYou need to give them feedback. But in the end, your organization depends on having great people. \r\nAnd so you have to be ruthless.

【2026年3月編集部追記】リモートワークの普及、AI による業務自動化、グローバルな人材獲得競争の激化により、採用の課題は2025年現在さらに複雑化しています。特にAI人材の争奪戦は激しさを増しており、サールマン教授の知見はより一層重要となっています。

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