Recruitment Market Trend Analysis with Sequential Latent Variable Models

Recruitment market analysis provides valuable understanding of industry-specific economic growth and plays an important role for both employers and job seekers. With the rapid development of online recruitment services, massive recruitment data have been accumulated and enable a new paradigm for recruitment market analysis. However, traditional methods for recruitment market analysis largely rely on the knowledge of domain experts and classic statistical models, which are usually too general to model large-scale dynamic recruitment data, and have difficulties to capture the fine-grained market trends. To this end, in this paper, we propose a new research paradigm for recruitment market analysis by leveraging unsupervised learning techniques for automatically discovering recruitment market trends based on large-scale recruitment data. Specifically, we develop a novel sequential latent variable model, named MTLVM, which is designed for capturing the sequential dependencies of corporate recruitment states and is able to automatically learn the latent recruitment topics within a Bayesian generative framework. In particular, to capture the variability of recruitment topics over time, we design hierarchical dirichlet processes for MTLVM. These processes allow to dynamically generate the evolving recruitment topics. Finally, we implement a prototype system to empirically evaluate our approach based on real-world recruitment data in China. Indeed, by visualizing the results from MTLVM, we can successfully reveal many interesting findings, such as the popularity of LBS related jobs reached the peak in the 2nd half of 2014, and decreased in 2015.Comment: 11 pages, 30 figure, SIGKDD 201

A Comprehensive Survey of Artificial Intelligence Techniques for Talent Analytics

In today's competitive and fast-evolving business environment, it is a critical time for organizations to rethink how to make talent-related decisions in a quantitative manner. Indeed, the recent development of Big Data and Artificial Intelligence (AI) techniques have revolutionized human resource management. The availability of large-scale talent and management-related data provides unparalleled opportunities for business leaders to comprehend organizational behaviors and gain tangible knowledge from a data science perspective, which in turn delivers intelligence for real-time decision-making and effective talent management at work for their organizations. In the last decade, talent analytics has emerged as a promising field in applied data science for human resource management, garnering significant attention from AI communities and inspiring numerous research efforts. To this end, we present an up-to-date and comprehensive survey on AI technologies used for talent analytics in the field of human resource management. Specifically, we first provide the background knowledge of talent analytics and categorize various pertinent data. Subsequently, we offer a comprehensive taxonomy of relevant research efforts, categorized based on three distinct application-driven scenarios: talent management, organization management, and labor market analysis. In conclusion, we summarize the open challenges and potential prospects for future research directions in the domain of AI-driven talent analytics.Comment: 30 pages, 15 figure

The Role of Trust in Explaining Food Choice: Combining Choice Experiment and Attribute Best−Worst Scaling

This paper presents empirical findings from a combination of two elicitation techniques—discrete choice experiment (DCE) and best–worst scaling (BWS)—to provide information about the role of consumers’ trust in food choice decisions in the case of credence attributes. The analysis was based on a sample of 459 Taiwanese consumers and focuses on red sweet peppers. DCE data were examined using latent class analysis to investigate the importance and the utility different consumer segments attach to the production method, country of origin, and chemical residue testing. The relevance of attitudinal and trust-based items was identified by BWS using a hierarchical Bayesian mixed logit model and was aggregated to five latent components by means of principal component analysis. Applying a multinomial logit model, participants’ latent class membership (obtained from DCE data) was regressed on the identified attitudinal and trust components, as well as demographic information. Results of the DCE latent class analysis for the product attributes show that four segments may be distinguished. Linking the DCE with the attitudinal dimensions reveals that consumers’ attitude and trust significantly explain class membership and therefore, consumers’ preferences for different credence attributes. Based on our results, we derive recommendations for industry and policy

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

Mind the Gap! Consumer Perceptions and Choices of Medicare Part D Prescription Drug Plans

Medicare Part D provides prescription drug coverage through Medicare approved plans offered by private insurance companies and HMOs. In this paper, we study the role of current prescription drug use and health risks, related expectations, and subjective factors in the demand for prescription drug insurance. To characterize rational behavior in the complex Part D environment, we develop an intertemporal optimization model of enrollment decisions. We generally find that seniors' choices respond to the incentives provided by their own health status and the market environment as predicted by the optimization model. The proportion of individuals who do not attain the optimal choice is small, but the margin for error is also small since enrollment is transparently optimal for most eligible seniors. Further, there is also evidence that seniors over-react to some salient features of the choice situation, do not take full account of the future benefit and cost consequences of their decisions, or the expected net benefits and risk properties of alternative plans.

Expanding the methodological toolbox of HRM researchers:The added value of latent bathtub models and optimal matching analysis

Researchers frequently rely on general linear models (GLMs) to investigate the impact of human resource management (HRM) decisions. However, the structure of organizations and recent technological advancements in the measurement of HRM processes cause contemporary HR data to be hierarchical and/or longitudinal. At the same time, the growing interest in effects at different levels of analysis and over prolonged periods of time further drives the need for HRM researchers to differentiate from traditional methodology. While multilevel techniques have become more common, this article proposes two additional methods that may complement the current methodological toolbox of HRM researchers. Latent bathtub models can accurately describe the multilevel mechanisms occurring in organizations, even if the outcome resides at the higher level of analysis. Optimal matching analysis can be useful to unveil longitudinal patterns in HR data, particularly in contexts where HRM processes are measured on a continuous basis. Illustrating the methods’ applicability to research on employee engagement, this paper demonstrates that the HRM community—both research and practice—can benefit from a more diversified methodological toolbox, drawing on techniques from within and outside the direct field to improve the decision-making process