Enhancing Person-Job Fit for Talent Recruitment: An Ability-aware Neural Network Approach

The wide spread use of online recruitment services has led to information explosion in the job market. As a result, the recruiters have to seek the intelligent ways for Person Job Fit, which is the bridge for adapting the right job seekers to the right positions. Existing studies on Person Job Fit have a focus on measuring the matching degree between the talent qualification and the job requirements mainly based on the manual inspection of human resource experts despite of the subjective, incomplete, and inefficient nature of the human judgement. To this end, in this paper, we propose a novel end to end Ability aware Person Job Fit Neural Network model, which has a goal of reducing the dependence on manual labour and can provide better interpretation about the fitting results. The key idea is to exploit the rich information available at abundant historical job application data. Specifically, we propose a word level semantic representation for both job requirements and job seekers' experiences based on Recurrent Neural Network. Along this line, four hierarchical ability aware attention strategies are designed to measure the different importance of job requirements for semantic representation, as well as measuring the different contribution of each job experience to a specific ability requirement. Finally, extensive experiments on a large scale real world data set clearly validate the effectiveness and interpretability of the APJFNN framework compared with several baselines.Comment: This is an extended version of our SIGIR18 pape

Serialized Knowledge Enhanced Multi-objective Person-job Matching Recommendation in a High Mobility Job Market

In a high mobility job market, accumulated historical sequences information from persons and jobs bring opportunities and challenges to person-job matching recommendation, where the latent preferences may significantly determine the success of person-job matching. Moreover, the sparse labels further limit the learning performance of recommendation methods. To this end, we propose a novel serialized knowledge enhancement multi-objective person-job matching recommendation method, namely SMP-JM. The key idea is to design a serialized multi-objective method from “intention-delivery-review”, which effectively solves the problem of sparsity through the transmission of information and the serialization constraints between objectives. Specifically, we design various attention modules, such as self-attention, cross-attention and an orthogonal multi-head attention, to identify correlations between diversified features. Furthermore, a multi-granularity convolutional filtering module is design to extract personal latent preference from the historical sequential behaviors. Finally, the experimental results on a real-world dataset validate the performance of SMP-JM over the baseline methods

Salience and Market-aware Skill Extraction for Job Targeting

At LinkedIn, we want to create economic opportunity for everyone in the global workforce. To make this happen, LinkedIn offers a reactive Job Search system, and a proactive Jobs You May Be Interested In (JYMBII) system to match the best candidates with their dream jobs. One of the most challenging tasks for developing these systems is to properly extract important skill entities from job postings and then target members with matched attributes. In this work, we show that the commonly used text-based \emph{salience and market-agnostic} skill extraction approach is sub-optimal because it only considers skill mention and ignores the salient level of a skill and its market dynamics, i.e., the market supply and demand influence on the importance of skills. To address the above drawbacks, we present \model, our deployed \emph{salience and market-aware} skill extraction system. The proposed \model ~shows promising results in improving the online performance of job recommendation (JYMBII) ($+1.92\%$ job apply) and skill suggestions for job posters ($-37\%$ suggestion rejection rate). Lastly, we present case studies to show interesting insights that contrast traditional skill recognition method and the proposed \model~from occupation, industry, country, and individual skill levels. Based on the above promising results, we deployed the \model ~online to extract job targeting skills for all $20$M job postings served at LinkedIn.Comment: 9 pages, to appear in KDD202

Human Resources Recommender system based on discrete variables

Dissertation presented as the partial requirement for obtaining a Master's degree in Information Management, specialization in Knowledge Management and Business IntelligenceNatural Language Processing and Understanding has become one of the most exciting and challenging fields in the area of Artificial Intelligence and Machine Learning. With the rapidly changing business environment and surroundings, the importance of having the data transformed in such a way that makes it easy to interpret is the greatest competitive advantage a company can have. Having said this, the purpose of this thesis dissertation is to implement a recommender system for the Human Resources department in a company that will aid the decision-making process of filling a specific job position with the right candidate. The recommender system fill be fed with applicants, each being represented by their skills, and will produce a subset of most adequate candidates given a job position. This work uses StarSpace, a novelty neural embedding model, whose aim is to represent entities in a common vectorial space and further perform similarity measures amongst them

Theory-driven Bilateral Dynamic Preference Learning for Person and Job Match: A Process-oriented Multi-step Multi-objective Method

Person-job matching is a typical dynamic process with bilateral interactions between job seekers and jobs, along with sample imbalance issues. These characteristics pose significant challenges when designing an intelligent person-job match method. In this paper, we propose a novel process-oriented view of the person-job matching problem and formulate it as a multi-step multi-objective bilateral match learning problem. Our method combines profile features and historical sequential behaviors to learn the bilateral attributes and dynamic preferences, with multimodal data integrated through various attention mechanisms, such as the orthogonal multi-head and gated mechanisms. The method includes a sequence update module to learn the bilateral preferences and their updates sensitive to feedback. Furthermore, the multi-step constraint effectively solves the problem of imbalanced samples through partial relationships and information transmission between multi-objectives. Abundant experiments show that our method outperforms state-of-the-art methods in providing successful matches and improving recruitment efficiency