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Use the “1/3, 1/3, 1/3 Rule” When Hiring

By: Dr. Michael Abelson

  • This rule says about 1/3 of the decision should rest on what you know about the person from before their application for the job.  Things like their level and kind of education, work experience, character items such as volunteer experience, etc.  A second about a third should be all the assessments used to obtain additional information about the person.  The final about one third is what you learn about them in the interview process.  
  • Use this rule in order to most effectively comply with EEOC legislation.  This legislation protects against discrimination when using any assessment for hiring.  The rule also aids in having a more effective and accurate hiring process.  
  • It is strongly recommended to NOT use our or assessments from others as the only criteria or as a 100% screening mechanism for the job.  Doing this assumes that assessment(s) is 100% accurate and the only criteria you need to use when hiring.  There is no such thing as an assessment that is 100% correct, even when the assessment taker tells you it is.  No assessment has all the information needed nor has every statement in it totally true.  At least, that is our experience and opinion from selling over 650,000 assessments.
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© 2025. Michael Abelson (BA, MA, MBA, PhD) founded The Abelson Group in 1986, is Emeritus (retired) from the Management Department at Texas A&M University, and specializes in communications and over a dozen other human resource areas.

He has spoken to over 1000 business and non-business groups on four continents, been quoted by over 100 newspapers, newsletters, and magazines, and authored over 100 articles, books, monographs, and other publications.  He is frequently invited by the media to share opinions and solutions.

Contact him at [email protected] or www.theabelsongroup.com to invite him to consult, coach, speak, or for a media interview. 

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