How Turing Is Leveraging AI for Matching and Evaluating Developers?
How does Turing use artificial intelligence for vetting and matching candidates? Does Turing use machine learning? How does Turing use machine learning? How does the Turing test relate to AI?
Looking for answers to these questions? Keep reading.
Most businesses fail to identify the right talent, which is why many companies complain that they can’t find suitable individuals for important roles. In the United States alone, there are over six million job searchers and over seven million unfilled positions.
Most managers use biased hiring techniques
Today, job satisfaction is an exception rather than a base. According to a recent study, up to 70 percent of highly talented people are reportedly open to switching to more fulfilling and interesting careers. Why? Because globally, hiring managers overemphasize hard skills at the expense of the more crucial soft skills or use intuitive and biased hiring techniques, like the unstructured job interview, to decide who gets the job.
Such prejudice, bias, and discrimination are pervasive, while predictive evaluations and data-driven techniques are frequently underutilized. Thus, these hiring practices make recruitment and hiring processes outdated.
In short, it’s critical to make traditional approaches more efficient and meritocratic, especially when technological advancements are already around us, allowing us to forecast, comprehend, and match people at scale.
Biased hiring techniques lead to biased decision making
Most interviewing procedures are generally unstructured and subject to the interviewer’s whims and fancies. These unsystematic procedures lead to biased decision-making because interviewers express and attempt to confirm their own views, making the hiring process wasteful and ineffective.
How is Turing leveraging AI for matching and vetting developers?
Turing uses machine learning for vetting and matching.
Turing CEO Jonathan Sidharth says: “At Turing, we have thousands of developers going through our intelligent vetting process. And hence, we have the perfect data set to do supervised machine learning. We have data from our vetting that generates all of these rich input features. Using different algorithms, we are able to tell which developers end up passing our vetting process and which developers end up failing. We can then use this data to predict the probability that a developer would get an answer to a question right that they haven’t even seen yet.”
“This process helps us make our vetting very efficient. Resultantly, a developer doesn’t have to spend a ton of time on Turing developer tests. If they get concepts a, b, and c right, we can predict the probability that they’ll get concepts d and e right. This is a magical experience where we are using machine learning to auto-complete the gaps in the vetting process.” he further adds.
The beauty of this vetting process is it generates input features for our matching and ranking algorithms, similar to how Google uses machine-learned ranking to match a document with a keyword.
Jonathan says, “Turing is also using machine-learned ranking to match a developer’s profile with the job. Here again, we use supervised machine learning. We use gradient booster, decision trees, logistic regression, and a few other techniques to predict the probability whether a developer will be successful in a job with a customer.”
Related post: Turing takes Machine Learning Honors in the Business Intelligence Group’s 2022 Artificial Intelligence Excellence Awards
The benefits of matching candidates with AI recommendation engine
- Remove the issues of keyword searches with contextual evaluation
Companies don’t overlook candidates with AI-based recommendations. Candidates that (A) don’t have aesthetically appealing CVs and/or (B) didn’t grasp the proper keywords from JD but might be a perfect fit, get a highlighted recommendation.
- Reduce bias and improve the quality of the recruitment process
AI matching can give the hiring process a neutral perspective. Turing’s AI considers a candidate’s complete background and set of talents. The applicant’s age, gender, and race have no bearing on the score.
- Attract the right candidates and receive fewer irrelevant applications
With Turing’s AI automatically identifying the most suited opportunities for candidates, businesses save time and recruit more effectively.
Related post: Turing Named One of America’s Best Startup Employers by Forbes for the Second Time in a Row
When emerging technologies increase their capacity to match the appropriate person with the right job, both organizations and people stand to gain significantly.
The best example is Turing’s Intelligent Talent Cloud. The cloud uses machine learning efficiently to source, vet, match, and manage over 2 million developers worldwide. Currently, Turing is helping organizations save valuable time and resources to build their dream engineering team in a matter of days.
So, if you are a skilled developer looking for a high-paying, long-term remote software development job or a company looking for a skilled candidate, visit Turing.com.
- How can AI be used to assess job candidates?
AI will alter the role of the recruiters through artificial intelligence, which will enable recruiters to be more proactive in their hiring, assist in determining whether a candidate fits into the company culture, and improve their relationships with hiring managers. They will also be able to calculate recruitment ROI easily.
- What is matching in artificial intelligence?
Data is searched, indexed, and retrieved from a database using a variety of artificial intelligence-based data sorting and matching algorithms in a data management technique called intelligent matching.
- What are the best AI tools for recruiting?
7 best AI recruiting tools
- Zoho Recruit
- Can artificial intelligence be used to make better decisions in hiring decisions?
Applications with artificial intelligence speed up the evaluation of candidates during an interview process. AI-based pre-screening tests eliminate prejudices, lowering the possibility of passing over a good applicant.
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