The Resume Store's GET-A-JOB Blog

Jobs, and the Law of Averages

Quantum Mechanics

First published Wed Nov 29, 2000; substantive revision Tue Sep 1, 2009

Quantum mechanics is, at least at first glance and at least in part, a mathematical machine for predicting the behaviors of microscopic particles — or, at least, of the measuring instruments used to explore those behaviors — and in that capacity, it is spectacularly successful: in terms of power and precision, Quantum Mechanics is head-and-shoulders above any previous theory. Mathematically, QM is easy to understand. We know its parts, how they are put together, and why, in the mechanical sense (i.e., such as the number of wins the house will get at a roulette wheel), the whole thing performs the way it does, how the information that gets fed in at one end is converted into what comes out the other. READ MORE

For scientists, the question of what kind of a world it describes is, however, controversial.  But of a person's chances for employment, it seems as though QM is an accurate predictor of probability.

I am certain, after reading the above, your inclination is to reread it or discard it as poppycock. However, if you will cut me some slack, I will try to explain the relationship between the probabilities of Quantum Mechanics and the probabilities of getting a new job.

By now you must be thinking, “This dude is nuts.” Well, if so please humor me by reading on.

Slipping past all of the technical mumbo-jumbo, the essence of QM has much to do with the probabilities we deal with day to day. Such probabilities are inherent of State lotteries. Using the theory of QM, States calculate with surprising accuracy the number and amounts paid out to winners. They calculate these on daily, weekly, monthly, and annual basis. The science is so defined they can actually measure each game incorporating historical data. In fact, all forms of gambling are calculable with precision using QM. Its theory explains why bookies (bookmakers) tend to make more than they loose, casinos always yield profits and even neighborhood church bingo-nights earn predictable yields.

The roulette wheel, for example, has a 1 in 29-win probability for the player. For the house, the win probability is 29 to 1. Imagine 12 players placing bets on 12 different numbers. Should one player win, the house picks up the other 11 losses. It is surprising that using QM they may calculate with pinpoint accuracy how much revenue each game, each minute of everyday, week, month and year they will take in from gambling. It gets down to simple math and “The law of large numbers / "The law of averages."

Perhaps now you are ready to call-out the men in the white coats! Hold on now, read on; it is soon to make sense.

If the probability of throwing a double-6 with two dice is 1/36, then the more times we throw the dice, the closer, in proportion, will be the number of double-6s thrown of the total number of throws. That, of course, increases the probability or chances of a win. Well, the job search is theoretically similar.

The more resumes you send the better your chances of getting interviews. If you add to that an active networking agenda the chances increase significantly. It you add aggressive follow-ups and making cold calls to area businesses; well, by now you know the answer to that scenario too.

Ahh, but is it really, quite that simple? Let us travel back to the casino for a bit…

Mr. Trump, after gathering his expert’s scientific calculations realizes his nearest competitor, Bally’s Hotel and Casino, is stealing his thunder. He realizes he must do something to rekindle his revenue from gambling. According to QM, the probability factor is what it is. Therefore, his options are to do things that bring more patronage to his Trump Plaza Casino. Without examining particulars, Mr. Trump will set forth promotions and strategies designed to take business back from Bally’s and other area casinos. Although the law of averages remains in tact, revenue increases due to additional players. The magic wand here is in the value and consumer appeal of the promotions he implements.  And, after all is said and done, his competition will respond in-kind.     

So then, what has this to do with your job search? Consider that the law of averages attained from your efforts is a constant per your present activities, you too have competition; therefore, how can you steal their thunder? Like “The Don,” you may improve your advertising materials – your cover letter and resume. You might increase or improve upon your job search strategy by consulting professional coaches and advisors (Trump’s Marketing Team). If you are getting interviews, but are not getting offers, a bit of interview coaching may be in order.

My point is this; the Law of Averages when all things said and done are equal, is a scientific reality. However, there are no limits to what and how you may increase your own numbers (not probability). Remember, whether 1 of 20, 20 of 400 or 50 of 1000 and so on, the law of averages remains constant. The only manner in which you may increase interviews is by increasing either the “to” number or bettering the quality of your job seeking documents. Do both, and your numbers, not your odds,  increase exponentially.

 

Keeping a Career Journal by Arnie Sherr

Here is a common at-work scenario. As Susan peruses her companies’ open opportunity postings, she comes across a vacancy at her store. “What d’ya know, they need an assistant store manager right here in my store.”

“So what is next; what do I do? I’d really like to apply and get that promotion.”   

Here is Sue’s challenge. She, like most, has not a clue as to how to go about applying for a promotion. Most think all they must do is ask their immediate supervisor or store manager to set up an interview with Human Resources, the District Manager or whomever.

Suppose one of those Sue asked, actually did set up an interview. What then? Sue is not alone in thinking that because she already works for the company and that they have her impressive employment record and her manager’s endorsement, it is a given. NOT!

Allow me to recant. There is always a slim chance for pre-selection; however, since Sue has no guarantee of getting the promotion she must approach this interview in exactly the same manner as she would a new job. Having said that, because Sue has a strong employment history with her employer, there are things she may do to improve her chances.

I wrote the previous scenario simply to make the point that had Sue, a career minded and dedicated employee, kept a Career Journal, improving her chances is a mute point.

Since Sue is, a career minded employee and because she understood the importance of being prepared, she made a habit of recording her workplace performance for this and the few jobs that preceded her present employment. Because she did, it is highly probable she is much more prepared than her competition.

Here are the kinds of records Sue kept in her Career Journal.

• Accomplishments over and above that include formal accommodations and those absent of physical or verbal, pats on the back. 
• Record of attendance, illustrating reasons for sick days and miscellaneous call-outs
• “Following” – a detailed list of repeat customers, accounts, clients, patients, etc. with whom she has developed exceptional rapport and loyalty
• Items and happenstance that demonstrate her participation in activities that help grow and sustain company morale (I.e., Workplace Environment Committee, Customer Appreciation Committee, etc.)   
• Took part in honoring other employees that made over and above accomplishments and achievement

Sue kept detailed records that proved her dedication, loyalty, abilities to work with and get along with subordinates, peers and superiors.

The impression Sue made by keeping and presenting her Career Journal had a much greater impact than its content. Moreover, the fact that she was organized and methodical enough to assemble her impressive Career Journal was what earned her the promotion; its content took second place.