Daily Papers

Large participatory biomedical studies, studies that recruit individuals to join a dataset, are gaining popularity and investment, especially for analysis by modern AI methods. Because they purposively recruit participants, these studies are uniquely able to address a lack of historical representation, an issue that has affected many biomedical datasets. In this work, we define representativeness as the similarity to a target population distribution of a set of attributes and our goal is to mirror the U.S. population across distributions of age, gender, race, and ethnicity. Many participatory studies recruit at several institutions, so we introduce a computational approach to adaptively allocate recruitment resources among sites to improve representativeness. In simulated recruitment of 10,000-participant cohorts from medical centers in the STAR Clinical Research Network, we show that our approach yields a more representative cohort than existing baselines. Thus, we highlight the value of computational modeling in guiding recruitment efforts.

For fair academic recruitment at universities and research institutions, determination of the right measure based on globally accepted academic quality features is a highly delicate, challenging, but quite important problem to be addressed. In a series of two papers, we consider the modeling part for academic quality quantification in the first paper, in this paper, and the case studies part in the second paper. For academic quality quantification modeling, we develop two computational frameworks which can be used to construct a decision-support tool: (i) an optimization-based framework and (ii) a Siamese network (a type of artificial neural network)-based framework. The output of both models is a single index called Academic Quality Index (AQI) which is a measure of the overall academic quality. The data of academics from first-class and average-class world universities, based on Times Higher Education World University Rankings and QS World University Rankings, are assumed as the reference data for tuning model parameters.

The presence of decision-making algorithms in society is rapidly increasing nowadays, while concerns about their transparency and the possibility of these algorithms becoming new sources of discrimination are arising. In fact, many relevant automated systems have been shown to make decisions based on sensitive information or discriminate certain social groups (e.g. certain biometric systems for person recognition). With the aim of studying how current multimodal algorithms based on heterogeneous sources of information are affected by sensitive elements and inner biases in the data, we propose a fictitious automated recruitment testbed: FairCVtest. We train automatic recruitment algorithms using a set of multimodal synthetic profiles consciously scored with gender and racial biases. FairCVtest shows the capacity of the Artificial Intelligence (AI) behind such recruitment tool to extract sensitive information from unstructured data, and exploit it in combination to data biases in undesirable (unfair) ways. Finally, we present a list of recent works developing techniques capable of removing sensitive information from the decision-making process of deep learning architectures. We have used one of these algorithms (SensitiveNets) to experiment discrimination-aware learning for the elimination of sensitive information in our multimodal AI framework. Our methodology and results show how to generate fairer AI-based tools in general, and in particular fairer automated recruitment systems.

Recruiting patients to participate in clinical trials can be challenging and time-consuming. Usually, participation in a clinical trial is initiated by a healthcare professional and proposed to the patient. Promoting clinical trials directly to patients via online recruitment might help to reach them more efficiently. In this study, we address the case where a patient is initiating their own recruitment process and wants to determine whether they are eligible for a given clinical trial, using their own language to describe their medical profile. To study whether this creates difficulties in the patient trial matching process, we design a new dataset and task, Natural Language Inference for Patient Recruitment (NLI4PR), in which patient language profiles must be matched to clinical trials. We create it by adapting the TREC 2022 Clinical Trial Track dataset, which provides patients' medical profiles, and rephrasing them manually using patient language. We also use the associated clinical trial reports where the patients are either eligible or excluded. We prompt several open-source Large Language Models on our task and achieve from 56.5 to 71.8 of F1 score using patient language, against 64.7 to 73.1 for the same task using medical language. When using patient language, we observe only a small loss in performance for the best model, suggesting that having the patient as a starting point could be adopted to help recruit patients for clinical trials. The corpus and code bases are all freely available on our Github and HuggingFace repositories.

Despite the large body of work on fairness-aware learning for individual modalities like tabular data, images, and text, less work has been done on multimodal data, which fuses various modalities for a comprehensive analysis. In this work, we investigate the fairness and bias implications of multimodal fusion techniques in the context of multimodal AI-based recruitment systems using the FairCVdb dataset. Our results show that early-fusion closely matches the ground truth for both demographics, achieving the lowest MAEs by integrating each modality's unique characteristics. In contrast, late-fusion leads to highly generalized mean scores and higher MAEs. Our findings emphasise the significant potential of early-fusion for accurate and fair applications, even in the presence of demographic biases, compared to late-fusion. Future research could explore alternative fusion strategies and incorporate modality-related fairness constraints to improve fairness. For code and additional insights, visit: https://github.com/Swati17293/Multimodal-AI-Based-Recruitment-FairCVdb

The automation of resume screening is a crucial aspect of the recruitment process in organizations. Automated resume screening systems often encompass a range of natural language processing (NLP) tasks. The advent of Large Language Models (LLMs) has notably enhanced the efficacy of these systems, showcasing their robust generalization abilities across diverse language-related tasks. Accompanying these developments are various agents based on LLMs, which facilitate their application in practical scenarios. This paper introduces a novel LLM-based agent framework for resume screening, aimed at enhancing efficiency and time management in recruitment processes. Our framework is distinct in its ability to efficiently summarize and grade each resume from a large dataset. Moreover, it utilizes LLM agents for decision-making, determining which candidates receive job offers, or which ones to bring in for interviews. To evaluate our framework, we constructed a dataset from actual resumes and conducted simulate a resume screening process. Subsequently, the outcomes of the simulation experiment were compared and subjected to detailed analysis. The results demonstrate that our automated resume screening framework is 11 times faster than traditional manual methods. Furthermore, by fine-tuning the LLMs, we observed a significant improvement in the F1 score, reaching 87.73\%, during the resume sentence classification phase. In the resume summarization and grading phase, our fine-tuned model surpassed the baseline performance of the GPT-3.5 model. Analysis of the decision-making efficacy of the LLM agents in the final offer stage further underscores the potential of LLM agents in transforming resume screening processes.

The paper focuses on deep learning semantic search algorithms applied in the HR domain. The aim of the article is developing a novel approach to training a Siamese network to link the skills mentioned in the job ad with the title. It has been shown that the title normalization process can be based either on classification or similarity comparison approaches. While classification algorithms strive to classify a sample into predefined set of categories, similarity search algorithms take a more flexible approach, since they are designed to find samples that are similar to a given query sample, without requiring pre-defined classes and labels. In this article semantic similarity search to find candidates for title normalization has been used. A pre-trained language model has been adapted while teaching it to match titles and skills based on co-occurrence information. For the purpose of this research fifty billion title-descriptions pairs had been collected for training the model and thirty three thousand title-description-normalized title triplets, where normalized job title was picked up manually by job ad creator for testing purposes. As baselines FastText, BERT, SentenceBert and JobBert have been used. As a metric of the accuracy of the designed algorithm is Recall in top one, five and ten model's suggestions. It has been shown that the novel training objective lets it achieve significant improvement in comparison to other generic and specific text encoders. Two settings with treating titles as standalone strings, and with included skills as additional features during inference have been used and the results have been compared in this article. Improvements by 10% and 21.5% have been achieved using VacancySBERT and VacancySBERT (with skills) respectively. The benchmark has been developed as open-source to foster further research in the area.

Clinical trials are fundamental in developing new drugs, medical devices, and treatments. However, they are often time-consuming and have low success rates. Although there have been initial attempts to create large language models (LLMs) for clinical trial design and patient-trial matching, these models remain task-specific and not adaptable to diverse clinical trial tasks. To address this challenge, we propose a clinical trial foundation model named Panacea, designed to handle multiple tasks, including trial search, trial summarization, trial design, and patient-trial matching. We also assemble a large-scale dataset, named TrialAlign, of 793,279 trial documents and 1,113,207 trial-related scientific papers, to infuse clinical knowledge into the model by pre-training. We further curate TrialInstruct, which has 200,866 of instruction data for fine-tuning. These resources enable Panacea to be widely applicable for a range of clinical trial tasks based on user requirements. We evaluated Panacea on a new benchmark, named TrialPanorama, which covers eight clinical trial tasks. Our method performed the best on seven of the eight tasks compared to six cutting-edge generic or medicine-specific LLMs. Specifically, Panacea showed great potential to collaborate with human experts in crafting the design of eligibility criteria, study arms, and outcome measures, in multi-round conversations. In addition, Panacea achieved 14.42% improvement in patient-trial matching, 41.78% to 52.02% improvement in trial search, and consistently ranked at the top for five aspects of trial summarization. Our approach demonstrates the effectiveness of Panacea in clinical trials and establishes a comprehensive resource, including training data, model, and benchmark, for developing clinical trial foundation models, paving the path for AI-based clinical trial development.

We introduce xbench, a dynamic, profession-aligned evaluation suite designed to bridge the gap between AI agent capabilities and real-world productivity. While existing benchmarks often focus on isolated technical skills, they may not accurately reflect the economic value agents deliver in professional settings. To address this, xbench targets commercially significant domains with evaluation tasks defined by industry professionals. Our framework creates metrics that strongly correlate with productivity value, enables prediction of Technology-Market Fit (TMF), and facilitates tracking of product capabilities over time. As our initial implementations, we present two benchmarks: Recruitment and Marketing. For Recruitment, we collect 50 tasks from real-world headhunting business scenarios to evaluate agents' abilities in company mapping, information retrieval, and talent sourcing. For Marketing, we assess agents' ability to match influencers with advertiser needs, evaluating their performance across 50 advertiser requirements using a curated pool of 836 candidate influencers. We present initial evaluation results for leading contemporary agents, establishing a baseline for these professional domains. Our continuously updated evalsets and evaluations are available at https://xbench.org.

Patient recruitment is challenging for clinical trials. We introduce TrialGPT, an end-to-end framework for zero-shot patient-to-trial matching with large language models. TrialGPT comprises three modules: it first performs large-scale filtering to retrieve candidate trials (TrialGPT-Retrieval); then predicts criterion-level patient eligibility (TrialGPT-Matching); and finally generates trial-level scores (TrialGPT-Ranking). We evaluate TrialGPT on three cohorts of 183 synthetic patients with over 75,000 trial annotations. TrialGPT-Retrieval can recall over 90% of relevant trials using less than 6% of the initial collection. Manual evaluations on 1,015 patient-criterion pairs show that TrialGPT-Matching achieves an accuracy of 87.3% with faithful explanations, close to the expert performance. The TrialGPT-Ranking scores are highly correlated with human judgments and outperform the best-competing models by 43.8% in ranking and excluding trials. Furthermore, our user study reveals that TrialGPT can reduce the screening time by 42.6% in patient recruitment. Overall, these results have demonstrated promising opportunities for patient-to-trial matching with TrialGPT.

Online recruitment platforms typically employ Person-Job Fit models in the core service that automatically match suitable job seekers with appropriate job positions. While existing works leverage historical or contextual information, they often disregard a crucial aspect: job seekers' social relationships in professional networks. This paper emphasizes the importance of incorporating professional networks into the Person-Job Fit model. Our innovative approach consists of two stages: (1) defining a Workplace Heterogeneous Information Network (WHIN) to capture heterogeneous knowledge, including professional connections and pre-training representations of various entities using a heterogeneous graph neural network; (2) designing a Contextual Social Attention Graph Neural Network (CSAGNN) that supplements users' missing information with professional connections' contextual information. We introduce a job-specific attention mechanism in CSAGNN to handle noisy professional networks, leveraging pre-trained entity representations from WHIN. We demonstrate the effectiveness of our approach through experimental evaluations conducted across three real-world recruitment datasets from LinkedIn, showing superior performance compared to baseline models.

Online exams are more attractive after the Covid-19 pandemic. Furthermore, during recruitment, online exams are used. However, there are more cheating possibilities for online exams. Assigning a proctor for each exam increases cost. At this point, automatic proctor systems detect possible cheating status. This article proposes an end-to-end system and submodules to get better results for online proctoring. Object detection, face recognition, human voice detection, and segmentation are used in our system. Furthermore, our proposed model works on the PCs of users, meaning a client-based system. So, server cost is eliminated. As far as we know, it is the first time the client-based online proctoring system has been used for recruitment. Online exams are more attractive after the Covid-19 pandemic. Furthermore, during recruitment, online exams are used. However, there are more cheating possibilities for online exams. Assigning a proctor for each exam increases cost. At this point, automatic proctor systems detect possible cheating status. This article proposes an end-to-end system and submodules to get better results for online proctoring. Object detection, face recognition, human voice detection, and segmentation are used in our system. Furthermore, our proposed model works on the PCs of users, meaning a client-based system. So, server cost is eliminated. As far as we know, it is the first time the client-based online proctoring system has been used for recruitment. Furthermore, this cheating system works at https://www.talent-interview.com/tr/.

Job titles form a cornerstone of today's human resources (HR) processes. Within online recruitment, they allow candidates to understand the contents of a vacancy at a glance, while internal HR departments use them to organize and structure many of their processes. As job titles are a compact, convenient, and readily available data source, modeling them with high accuracy can greatly benefit many HR tech applications. In this paper, we propose a neural representation model for job titles, by augmenting a pre-trained language model with co-occurrence information from skill labels extracted from vacancies. Our JobBERT method leads to considerable improvements compared to using generic sentence encoders, for the task of job title normalization, for which we release a new evaluation benchmark.

With the ever-increasing growth of online recruitment data, job-resume matching has become an important task to automatically match jobs with suitable resumes. This task is typically casted as a supervised text matching problem. Supervised learning is powerful when the labeled data is sufficient. However, on online recruitment platforms, job-resume interaction data is sparse and noisy, which affects the performance of job-resume match algorithms. To alleviate these problems, in this paper, we propose a novel multi-view co-teaching network from sparse interaction data for job-resume matching. Our network consists of two major components, namely text-based matching model and relation-based matching model. The two parts capture semantic compatibility in two different views, and complement each other. In order to address the challenges from sparse and noisy data, we design two specific strategies to combine the two components. First, two components share the learned parameters or representations, so that the original representations of each component can be enhanced. More importantly, we adopt a co-teaching mechanism to reduce the influence of noise in training data. The core idea is to let the two components help each other by selecting more reliable training instances. The two strategies focus on representation enhancement and data enhancement, respectively. Compared with pure text-based matching models, the proposed approach is able to learn better data representations from limited or even sparse interaction data, which is more resistible to noise in training data. Experiment results have demonstrated that our model is able to outperform state-of-the-art methods for job-resume matching.

The increasing reliance on online recruitment platforms coupled with the adoption of AI technologies has highlighted the critical need for efficient resume classification methods. However, challenges such as small datasets, lack of standardized resume templates, and privacy concerns hinder the accuracy and effectiveness of existing classification models. In this work, we address these challenges by presenting a comprehensive approach to resume classification. We curated a large-scale dataset of 13,389 resumes from diverse sources and employed Large Language Models (LLMs) such as BERT and Gemma1.1 2B for classification. Our results demonstrate significant improvements over traditional machine learning approaches, with our best model achieving a top-1 accuracy of 92\% and a top-5 accuracy of 97.5\%. These findings underscore the importance of dataset quality and advanced model architectures in enhancing the accuracy and robustness of resume classification systems, thus advancing the field of online recruitment practices.

In the contemporary era of widespread online recruitment, resume understanding has been widely acknowledged as a fundamental and crucial task, which aims to extract structured information from resume documents automatically. Compared to the traditional rule-based approaches, the utilization of recently proposed pre-trained document understanding models can greatly enhance the effectiveness of resume understanding. The present approaches have, however, disregarded the hierarchical relations within the structured information presented in resumes, and have difficulty parsing resumes in an efficient manner. To this end, in this paper, we propose a novel model, namely ERU, to achieve efficient resume understanding. Specifically, we first introduce a layout-aware multi-modal fusion transformer for encoding the segments in the resume with integrated textual, visual, and layout information. Then, we design three self-supervised tasks to pre-train this module via a large number of unlabeled resumes. Next, we fine-tune the model with a multi-granularity sequence labeling task to extract structured information from resumes. Finally, extensive experiments on a real-world dataset clearly demonstrate the effectiveness of ERU.

In the last few decades, companies are interested to adopt an online automated recruitment process in an international recruitment environment. The problem is that the recruitment of employees through the manual procedure is a time and money consuming process. As a result, processing a significant number of applications through conventional methods can lead to the recruitment of clumsy individuals. Different JD/Resume matching model architectures have been proposed and reveal a high accuracy level in selecting relevant candidatesfor the required job positions. However, the development of an automatic recruitment system is still one of the main challenges. The reason is that the development of a fully automated recruitment system is a difficult task and poses different challenges. For example, providing a detailed matching explanation for the targeted stakeholders is needed to ensure a transparent recommendation. There are several knowledge bases that represent skills and competencies (e.g, ESCO, O*NET) that are used to identify the candidate and the required job skills for a matching purpose. Besides, modernpre-trained language models are fine-tuned for this context such as identifying lines where a specific feature was introduced. Typically, pre-trained language models use transfer-based machine learning models to be fine-tuned for a specific field. In this proposal, our aim is to explore how modern language models (based on transformers) can be combined with knowledge bases and ontologies to enhance the JD/Resume matching process. Our system aims at using knowledge bases and features to support the explainability of the JD/Resume matching. Finally, given that multiple software components, datasets, ontology, andmachine learning models will be explored, we aim at proposing a fair, ex-plainable, and traceable architecture for a Resume/JD matching purpose.

Natural language inference (NLI) is a fundamental NLP task, investigating the entailment relationship between two texts. Popular NLI datasets present the task at sentence-level. While adequate for testing semantic representations, they fall short for testing contextual reasoning over long texts, which is a natural part of the human inference process. We introduce ConTRoL, a new dataset for ConTextual Reasoning over Long texts. Consisting of 8,325 expert-designed "context-hypothesis" pairs with gold labels, ConTRoL is a passage-level NLI dataset with a focus on complex contextual reasoning types such as logical reasoning. It is derived from competitive selection and recruitment test (verbal reasoning test) for police recruitment, with expert level quality. Compared with previous NLI benchmarks, the materials in ConTRoL are much more challenging, involving a range of reasoning types. Empirical results show that state-of-the-art language models perform by far worse than educated humans. Our dataset can also serve as a testing-set for downstream tasks like Checking Factual Correctness of Summaries.

Mobile phone agents can assist people in automating daily tasks on their phones, which have emerged as a pivotal research spotlight. However, existing procedure-oriented agents struggle with cross-app instructions, due to the following challenges: (1) complex task relationships, (2) diverse app environment, and (3) error propagation and information loss in multi-step execution. Drawing inspiration from object-oriented programming principles, we recognize that object-oriented solutions is more suitable for cross-app instruction. To address these challenges, we propose a self-evolving multi-agent framework named MobileSteward, which integrates multiple app-oriented StaffAgents coordinated by a centralized StewardAgent. We design three specialized modules in MobileSteward: (1) Dynamic Recruitment generates a scheduling graph guided by information flow to explicitly associate tasks among apps. (2) Assigned Execution assigns the task to app-oriented StaffAgents, each equipped with app-specialized expertise to address the diversity between apps. (3) Adjusted Evaluation conducts evaluation to provide reflection tips or deliver key information, which alleviates error propagation and information loss during multi-step execution. To continuously improve the performance of MobileSteward, we develop a Memory-based Self-evolution mechanism, which summarizes the experience from successful execution, to improve the performance of MobileSteward. We establish the first English Cross-APP Benchmark (CAPBench) in the real-world environment to evaluate the agents' capabilities of solving complex cross-app instructions. Experimental results demonstrate that MobileSteward achieves the best performance compared to both single-agent and multi-agent frameworks, highlighting the superiority of MobileSteward in better handling user instructions with diverse complexity.

In a rapidly evolving job market, skill demand forecasting is crucial as it enables policymakers and businesses to anticipate and adapt to changes, ensuring that workforce skills align with market needs, thereby enhancing productivity and competitiveness. Additionally, by identifying emerging skill requirements, it directs individuals towards relevant training and education opportunities, promoting continuous self-learning and development. However, the absence of comprehensive datasets presents a significant challenge, impeding research and the advancement of this field. To bridge this gap, we present Job-SDF, a dataset designed to train and benchmark job-skill demand forecasting models. Based on 10.35 million public job advertisements collected from major online recruitment platforms in China between 2021 and 2023, this dataset encompasses monthly recruitment demand for 2,324 types of skills across 521 companies. Our dataset uniquely enables evaluating skill demand forecasting models at various granularities, including occupation, company, and regional levels. We benchmark a range of models on this dataset, evaluating their performance in standard scenarios, in predictions focused on lower value ranges, and in the presence of structural breaks, providing new insights for further research. Our code and dataset are publicly accessible via the https://github.com/Job-SDF/benchmark.

Machine learning plays an ever-bigger part in online recruitment, powering intelligent matchmaking and job recommendations across many of the world's largest job platforms. However, the main text is rarely enough to fully understand a job posting: more often than not, much of the required information is condensed into the job title. Several organised efforts have been made to map job titles onto a hand-made knowledge base as to provide this information, but these only cover around 60\% of online vacancies. We introduce a novel, purely data-driven approach towards the detection of new job titles. Our method is conceptually simple, extremely efficient and competitive with traditional NER-based approaches. Although the standalone application of our method does not outperform a finetuned BERT model, it can be applied as a preprocessing step as well, substantially boosting accuracy across several architectures.

Unsupervise learned word embeddings have seen tremendous success in numerous Natural Language Processing (NLP) tasks in recent years. The main contribution of this paper is to develop a technique called Skill2vec, which applies machine learning techniques in recruitment to enhance the search strategy to find candidates possessing the appropriate skills. Skill2vec is a neural network architecture inspired by Word2vec, developed by Mikolov et al. in 2013. It transforms skills to new vector space, which has the characteristics of calculation and presents skills relationships. We conducted an experiment evaluation manually by a recruitment company's domain experts to demonstrate the effectiveness of our approach.

We present SetExpander, a corpus-based system for expanding a seed set of terms into a more complete set of terms that belong to the same semantic class. SetExpander implements an iterative end-to end workflow for term set expansion. It enables users to easily select a seed set of terms, expand it, view the expanded set, validate it, re-expand the validated set and store it, thus simplifying the extraction of domain-specific fine-grained semantic classes. SetExpander has been used for solving real-life use cases including integration in an automated recruitment system and an issues and defects resolution system. A video demo of SetExpander is available at https://drive.google.com/open?id=1e545bB87Autsch36DjnJHmq3HWfSd1Rv (some images were blurred for privacy reasons).

Identifying patient cohorts is fundamental to numerous healthcare tasks, including clinical trial recruitment and retrospective studies. Current cohort retrieval methods in healthcare organizations rely on automated queries of structured data combined with manual curation, which are time-consuming, labor-intensive, and often yield low-quality results. Recent advancements in large language models (LLMs) and information retrieval (IR) offer promising avenues to revolutionize these systems. Major challenges include managing extensive eligibility criteria and handling the longitudinal nature of unstructured Electronic Medical Records (EMRs) while ensuring that the solution remains cost-effective for real-world application. This paper introduces a new task, Automatic Cohort Retrieval (ACR), and evaluates the performance of LLMs and commercial, domain-specific neuro-symbolic approaches. We provide a benchmark task, a query dataset, an EMR dataset, and an evaluation framework. Our findings underscore the necessity for efficient, high-quality ACR systems capable of longitudinal reasoning across extensive patient databases.

Large Language Models (LLMs) are increasingly being utilized by both candidates and employers in the recruitment context. However, with this comes numerous ethical concerns, particularly related to the lack of transparency in these "black-box" models. Although previous studies have sought to increase the transparency of these models by investigating the personality traits of LLMs, many of the previous studies have provided them with personality assessments to complete. On the other hand, this study seeks to obtain a better understanding of such models by examining their output variations based on different input prompts. Specifically, we use a novel elicitation approach using prompts derived from common interview questions, as well as prompts designed to elicit particular Big Five personality traits to examine whether the models were susceptible to trait-activation like humans are, to measure their personality based on the language used in their outputs. To do so, we repeatedly prompted multiple LMs with different parameter sizes, including Llama-2, Falcon, Mistral, Bloom, GPT, OPT, and XLNet (base and fine tuned versions) and examined their personality using classifiers trained on the myPersonality dataset. Our results reveal that, generally, all LLMs demonstrate high openness and low extraversion. However, whereas LMs with fewer parameters exhibit similar behaviour in personality traits, newer and LMs with more parameters exhibit a broader range of personality traits, with increased agreeableness, emotional stability, and openness. Furthermore, a greater number of parameters is positively associated with openness and conscientiousness. Moreover, fine-tuned models exhibit minor modulations in their personality traits, contingent on the dataset. Implications and directions for future research are discussed.

In domains with high stakes such as law, recruitment, and healthcare, learning models frequently rely on sensitive user data for inference, necessitating the complete set of features. This not only poses significant privacy risks for individuals but also demands substantial human effort from organizations to verify information accuracy. This paper asks whether it is necessary to use all input features for accurate predictions at inference time. The paper demonstrates that, in a personalized setting, individuals may only need to disclose a small subset of their features without compromising decision-making accuracy. The paper also provides an efficient sequential algorithm to determine the appropriate attributes for each individual to provide. Evaluations across various learning tasks show that individuals can potentially report as little as 10\% of their information while maintaining the same accuracy level as a model that employs the full set of user information.

Accurately modeling the relationships between skills is a crucial part of human resources processes such as recruitment and employee development. Yet, no benchmarks exist to evaluate such methods directly. We construct and release SkillMatch, a benchmark for the task of skill relatedness, based on expert knowledge mining from millions of job ads. Additionally, we propose a scalable self-supervised learning technique to adapt a Sentence-BERT model based on skill co-occurrence in job ads. This new method greatly surpasses traditional models for skill relatedness as measured on SkillMatch. By releasing SkillMatch publicly, we aim to contribute a foundation for research towards increased accuracy and transparency of skill-based recommendation systems.

Recently, there has been a growing interest among large language model (LLM) developers in LLM-based document reading systems, which enable users to upload their own documents and pose questions related to the document contents, going beyond simple reading comprehension tasks. Consequently, these systems have been carefully designed to tackle challenges such as file parsing, metadata extraction, multi-modal information understanding and long-context reading. However, no current benchmark exists to evaluate their performance in such scenarios, where a raw file and questions are provided as input, and a corresponding response is expected as output. In this paper, we introduce DocBench, a new benchmark designed to evaluate LLM-based document reading systems. Our benchmark involves a meticulously crafted process, including the recruitment of human annotators and the generation of synthetic questions. It includes 229 real documents and 1,102 questions, spanning across five different domains and four major types of questions. We evaluate both proprietary LLM-based systems accessible via web interfaces or APIs, and a parse-then-read pipeline employing open-source LLMs. Our evaluations reveal noticeable gaps between existing LLM-based document reading systems and human performance, underscoring the challenges of developing proficient systems. To summarize, DocBench aims to establish a standardized benchmark for evaluating LLM-based document reading systems under diverse real-world scenarios, thereby guiding future advancements in this research area.

Large Language Models (LLMs) are prone to inheriting and amplifying societal biases embedded within their training data, potentially reinforcing harmful stereotypes related to gender, occupation, and other sensitive categories. This issue becomes particularly problematic as biased LLMs can have far-reaching consequences, leading to unfair practices and exacerbating social inequalities across various domains, such as recruitment, online content moderation, or even the criminal justice system. Although prior research has focused on detecting bias in LLMs using specialized datasets designed to highlight intrinsic biases, there has been a notable lack of investigation into how these findings correlate with authoritative datasets, such as those from the U.S. National Bureau of Labor Statistics (NBLS). To address this gap, we conduct empirical research that evaluates LLMs in a ``bias-out-of-the-box" setting, analyzing how the generated outputs compare with the distributions found in NBLS data. Furthermore, we propose a straightforward yet effective debiasing mechanism that directly incorporates NBLS instances to mitigate bias within LLMs. Our study spans seven different LLMs, including instructable, base, and mixture-of-expert models, and reveals significant levels of bias that are often overlooked by existing bias detection techniques. Importantly, our debiasing method, which does not rely on external datasets, demonstrates a substantial reduction in bias scores, highlighting the efficacy of our approach in creating fairer and more reliable LLMs.

Pathology diagnosis based on EEG signals and decoding brain activity holds immense importance in understanding neurological disorders. With the advancement of artificial intelligence methods and machine learning techniques, the potential for accurate data-driven diagnoses and effective treatments has grown significantly. However, applying machine learning algorithms to real-world datasets presents diverse challenges at multiple levels. The scarcity of labelled data, especially in low regime scenarios with limited availability of real patient cohorts due to high costs of recruitment, underscores the vital deployment of scaling and transfer learning techniques. In this study, we explore a real-world pathology classification task to highlight the effectiveness of data and model scaling and cross-dataset knowledge transfer. As such, we observe varying performance improvements through data scaling, indicating the need for careful evaluation and labelling. Additionally, we identify the challenges of possible negative transfer and emphasize the significance of some key components to overcome distribution shifts and potential spurious correlations and achieve positive transfer. We see improvement in the performance of the target model on the target (NMT) datasets by using the knowledge from the source dataset (TUAB) when a low amount of labelled data was available. Our findings indicate a small and generic model (e.g. ShallowNet) performs well on a single dataset, however, a larger model (e.g. TCN) performs better on transfer and learning from a larger and diverse dataset.

Large language models (LLMs) have emerged as an integral part of modern societies, powering user-facing applications such as personal assistants and enterprise applications like recruitment tools. Despite their utility, research indicates that LLMs perpetuate systemic biases. Yet, prior works on LLM harms predominantly focus on Western concepts like race and gender, often overlooking cultural concepts from other parts of the world. Additionally, these studies typically investigate "harm" as a singular dimension, ignoring the various and subtle forms in which harms manifest. To address this gap, we introduce the Covert Harms and Social Threats (CHAST), a set of seven metrics grounded in social science literature. We utilize evaluation models aligned with human assessments to examine the presence of covert harms in LLM-generated conversations, particularly in the context of recruitment. Our experiments reveal that seven out of the eight LLMs included in this study generated conversations riddled with CHAST, characterized by malign views expressed in seemingly neutral language unlikely to be detected by existing methods. Notably, these LLMs manifested more extreme views and opinions when dealing with non-Western concepts like caste, compared to Western ones such as race.

The automated code evaluation system (AES) is mainly designed to reliably assess user-submitted code. Due to their extensive range of applications and the accumulation of valuable resources, AESs are becoming increasingly popular. Research on the application of AES and their real-world resource exploration for diverse coding tasks is still lacking. In this study, we conducted a comprehensive survey on AESs and their resources. This survey explores the application areas of AESs, available resources, and resource utilization for coding tasks. AESs are categorized into programming contests, programming learning and education, recruitment, online compilers, and additional modules, depending on their application. We explore the available datasets and other resources of these systems for research, analysis, and coding tasks. Moreover, we provide an overview of machine learning-driven coding tasks, such as bug detection, code review, comprehension, refactoring, search, representation, and repair. These tasks are performed using real-life datasets. In addition, we briefly discuss the Aizu Online Judge platform as a real example of an AES from the perspectives of system design (hardware and software), operation (competition and education), and research. This is due to the scalability of the AOJ platform (programming education, competitions, and practice), open internal features (hardware and software), attention from the research community, open source data (e.g., solution codes and submission documents), and transparency. We also analyze the overall performance of this system and the perceived challenges over the years.

We present SetExpander, a corpus-based system for expanding a seed set of terms into amore complete set of terms that belong to the same semantic class. SetExpander implements an iterative end-to-end workflow. It enables users to easily select a seed set of terms, expand it, view the expanded set, validate it, re-expand the validated set and store it, thus simplifying the extraction of domain-specific fine-grained semantic classes.SetExpander has been used successfully in real-life use cases including integration into an automated recruitment system and an issues and defects resolution system. A video demo of SetExpander is available at https://drive.google.com/open?id=1e545bB87Autsch36DjnJHmq3HWfSd1Rv (some images were blurred for privacy reasons)

The teaching career shares common global characteristics, such as internal promotion, performance evaluation, recruitment of top candidates, continuous training, specialization, and peer learning. This study aims to describe the factors associated with the value placed on the teaching career in Peru. A total of 28217 public school teachers were analyzed using data from the 2020 National Teacher Survey. A variable measuring the "value of the teaching career" was constructed using eight indicators and categorized as low, medium, or high. Another variable, vision of the future, was classified as pessimistic, conformist, or optimistic. This observational, cross-sectional, and analytical study included variables related to in-service training, working conditions, professional recognition, and sociodemographic characteristics. Among the teachers surveyed, 45.8 % expressed an optimistic outlook on the future of the profession, 48 % held a conformist view, and only 6.2 % reported a pessimistic perspective. A generalized linear model revealed that the value placed on the teaching career was significantly associated with male gender (p = 0.002), a professional career (p < 0.001), an optimistic outlook (p = 0.033), and working at the primary level (p < 0.001). It was concluded that Peruvian teachers predominantly hold conformist or optimistic views of their profession. This highlights the need to reinforce merit-based advancement, competency-based training, intrinsic motivation, and ongoing professional development

Large Language Models (LLM) are increasingly being explored for problem-solving tasks. However, their strategic planning capability is often viewed with skepticism. Recent studies have incorporated the Monte Carlo Tree Search (MCTS) algorithm to augment the planning capacity of LLM. Despite its potential, MCTS relies on extensive sampling simulations to approximate the true reward distribution, which leads to two primary issues. Firstly, MCTS is effective for tasks like the Game of Go, where simulation results can yield objective rewards (e.g., 1 for a win and 0 for a loss). However, for tasks such as question answering, the result of a simulation is the answer to the question, which cannot yield an objective reward without the ground truth. Secondly, obtaining statistically significant reward estimations typically requires a sample size exceeding 30 simulations, resulting in excessive token usage and time consumption. To address these challenges, we present the Multi-Agent System with Tactical Execution and Reasoning using LLM Specialized MCTS (MASTER), a novel framework that coordinates agent recruitment and communication through LLM specialized MCTS. This system autonomously adjusts the number of agents based on task complexity and ensures focused communication among them. Comprehensive experiments across various tasks demonstrate the effectiveness of our proposed framework. It achieves 76% accuracy on HotpotQA and 80% on WebShop, setting new state-of-the-art performance on these datasets.

Online job ads serve as a valuable source of information for skill requirements, playing a crucial role in labor market analysis and e-recruitment processes. Since such ads are typically formatted in free text, natural language processing (NLP) technologies are required to automatically process them. We specifically focus on the task of detecting skills (mentioned literally, or implicitly described) and linking them to a large skill ontology, making it a challenging case of extreme multi-label classification (XMLC). Given that there is no sizable labeled (training) dataset are available for this specific XMLC task, we propose techniques to leverage general Large Language Models (LLMs). We describe a cost-effective approach to generate an accurate, fully synthetic labeled dataset for skill extraction, and present a contrastive learning strategy that proves effective in the task. Our results across three skill extraction benchmarks show a consistent increase of between 15 to 25 percentage points in R-Precision@5 compared to previously published results that relied solely on distant supervision through literal matches.

Clinical trials are crucial for drug development but are time consuming, expensive, and often burdensome on patients. More importantly, clinical trials face uncertain outcomes due to issues with efficacy, safety, or problems with patient recruitment. If we were better at predicting the results of clinical trials, we could avoid having to run trials that will inevitably fail more resources could be devoted to trials that are likely to succeed. In this paper, we propose Hierarchical INteraction Network (HINT) for more general, clinical trial outcome predictions for all diseases based on a comprehensive and diverse set of web data including molecule information of the drugs, target disease information, trial protocol and biomedical knowledge. HINT first encode these multi-modal data into latent embeddings, where an imputation module is designed to handle missing data. Next, these embeddings will be fed into the knowledge embedding module to generate knowledge embeddings that are pretrained using external knowledge on pharmaco-kinetic properties and trial risk from the web. Then the interaction graph module will connect all the embedding via domain knowledge to fully capture various trial components and their complex relations as well as their influences on trial outcomes. Finally, HINT learns a dynamic attentive graph neural network to predict trial outcome. Comprehensive experimental results show that HINT achieves strong predictive performance, obtaining 0.772, 0.607, 0.623, 0.703 on PR-AUC for Phase I, II, III, and indication outcome prediction, respectively. It also consistently outperforms the best baseline method by up to 12.4\% on PR-AUC.