Factors Cubed



It takes 27 applicants to find one person who's in the top third on three performance factors.



Primary performance factors such as task performance, customer service, and turnover tend to be independent for most jobs. For example, high levels of task performance may be generally associated with either high or low levels of customer service performance, and high customer service performance may be generally associated with either high or low task performance.

In other words, these two independent factors can occur in any combination. Likewise, job stability (i.e., retention in the job) is generally a third independent factor. In practice, we find every possible combination of these three independent factors, and each combination is about as likely to occur as every other combination.

How many applicants does it take to find just one person who is in the top third on three independent factors? Well, if you want to hire someone in the top third on just one factor, on average you need three applicants. But, if you want to hire someone who’s in the top third on two independent factors, you need nine applicants on average. With three independent factors, you need 27 applicants to find just one person who’s in the top third on each factor.

Furthermore, the 27-to-1 ratio will give you someone who’s merely in the top third on each of three factors, not the top 20 percent, or the top ten percent. To get someone in the top 20 percent on three independent factors takes a ratio of 125 to 1, and to get someone who’s in the top ten percent on three independent factors takes an applicant-to-hire ratio of 1,000 to 1.


The Internet is the solution. It has the power to greatly expand the qualified applicant pool. With the Internet, applicant-to-hire ratios of hundreds or even thousands to one are easily attainable. In fact, the Internet brings so many applicants that the challenge quickly shifts from a sourcing problem to a classical selection problem: How do you find the few, truly high quality candidates among the masses of applicants?

The advanced prediction technology provided by e-Selex.com is ideally suited to the Internet, due to factual content and verifiability, making our predictors highly resistant to falsification. Predictive validity and resistance to falsification, coupled with little if any adverse impact on protected groups, offers a unique combination of usefulness and legal defensibility for the employer.

Through e-Selex.com, your company will have access to the best available and most affordable Internet systems. We provide custom options to satisfy each and every system requirement. Also, our systems can be designed so as to require no internal IT resources, and no additional hardware or software.


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