Prasad & Associates
Selection science and AI-assisted practice.
I work with organizations that have reached the size where hiring has to become a process instead of a series of judgment calls.
What that looks like
- Structured interview systems. Construct definitions, calibrated questions, behaviorally anchored rating scales, interviewer guides.
- Assessment selection, design, and validation.
- Job analysis and requirement calibration, including whether the requirements you post match what the job actually needs.
- Hiring process development for organizations growing past informal hiring.
- Generative AI adoption for professional teams. Needs assessment, customized workshop, follow-up measurement.
Selection work I run
I chair doctoral admissions for CSU's I/O psychology program and serve on faculty search committees in the psychology department. Both are live selection systems that I own and answer for, not case studies.
Why the measure matters
Current meta-analytic evidence ranks the structured interview as the most valid selection method available, roughly double the unstructured interview. The same evidence carries a caution: validity varies widely with how well the interview is built. A structured interview is not a list of questions. It is defined constructs, calibrated questions, and anchored scoring. Built well, it's the cheapest reliable assessment in the toolkit. Built casually, it's a conversation.
Sackett, Zhang, Berry & Lievens (2022), Journal of Applied Psychology
From AI adoption engagements
"The AI training that Prasad and Associates provided to DDE has been a game changer. Immediately after the trainings, we were able to apply what we learned to several of our work processes, which has enhanced our efficiency and effectiveness."
"The training has been transformative for our daily operations. We've improved collaboration, information sharing, and task management, enabling us to dedicate more time and effort to our clients."