Comment by bee_rider

But, however you structure the selection process the people who get picked are the ones who’ve expended some luck (like, if you throw away half the resumes, but then pick the resumes out of the trashcan, the ones you plucked out are still the lucky ones).

I see two possible solutions.

1) Most people won’t be using up most of their luck on this one thing. I mean they’ve got their whole lifetime worth of luck, so you just need to make sure to pick people who still have plenty left. In other words, ageism and/or picking people who’ve never accomplished much are the solutions!

2) We assume working for the company is a lucky outcome. If you make the company a really unpleasant place to work, people will have to use their luck to dodge it. However, luck can only be evaluated against other possible outcomes. The plan, then, should be to set up a competitor (possibly a front) that is a really nice place to work. They’ll act as the “lucky outcome expenditure dump.”