Do you know this is the rule of secretaries?

Assuming we are hiring a secretary, the question is how many people we need to interview to select the most competent secretary. This can also be applied to plastic surgery consultations! Here's how.
 

To make it easier to calculate, if you are selling 10 places,
 1. Decide based on the first three places you consulted with, and
 2. After that, if you come across a place you like better than the first three, you decide there.
 

If you sell by hand, this is good and that is good, too. There are many celebrities who worry about how much they have to do to not have any regrets!
 

Since this probability has already been proven mathematically, I believe that it will be helpful to artists if you refer to it~~
 (When I first created the list, I also set the goal of selecting 10 places!)
 


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From below: Original article on the secretarial problem_ (Link: https://johngrib.github.io/wiki/problem/secretary/)

 When a job posting was made to hire one secretary, n applicants came in.
 The human resources manager must interview each applicant one by one and notify the applicant as soon as the interview is over.
 Applicants who are rejected cannot be called again.
 Since the interview ends once a successful candidate is found, interviews for the remaining applicants are canceled.
 How can we hire the best talent?
 The difficulty faced by the protagonist of this problem is as follows.
 

To find out who is the best among n applicants, you need to go through n interviews.
 In other words, if there are too many applicants, you need to consider how many people to interview and then terminate recruitment.
 If you hire after fewer interviews, there may be better applicants among those who did not interview.
 If you hire with a lot of rejections, you may have already rejected the best applicants.
 What should HR managers do to maximize their chances of hiring the best applicants?
 

This problem has already been solved, and the answer is to interview about 37% of the applicants first, and then immediately hire any applicants who are better than those interviewed first.
 

Let's assume there are 100 applicants.
 
1st Applicant: The best person I've ever seen! (Because only 1 person was interviewed)
 2nd applicant: The probability of being the best person I've seen so far is
 1/2.
 3rd applicant: The probability of being the best person I've seen so far is
 1/3
 ...
 100th Applicant: The chance of being the best person you've ever seen
 is 1/100
 , which means it's not a wise choice to go through too many interviews.
 

Additionally, resources are limited, so you cannot just sit through interviews forever.
 
Therefore, you can consider a strategy to look at a certain number of people, set a cutoff score, and then admit the first applicant who exceeds the cutoff score.