Yun He, Wenzhe Li, Hejia Zhang, Songlin Li, Karishma Mandyam, Sopan Khosla, Yuanhao Xiong, Nanshu Wang, Xiaoliang Peng, Beibin Li, Shengjie Bi, Shishir G Patil, Qi Qi, Shengyu Feng, Julian Katz-Samuels, Richard Yuanzhe Pang, Sujan Kumar Gonugondla, Hunter Lang, Yue Yu, Yundi Qian, Maryam Fazel-Zarandi, Licheng Yu, Amine Benhalloum, Hany Hassan Awadalla, Manaal Faruqui. Proceedings of the 64th Annual Meeting of the Association for Computational Linguistics (Volume 1: Long Papers). 2026.

Do large language models (LLMs) have theory of mind? A plethora of papers and benchmarks have been introduced to evaluate if current models have been able to develop this key ability of social intelligence. However, all rely on limited datasets with simple patterns that can potentially lead to problematic blind spots in evaluation and an overestimation of model capabilities. We introduce ExploreToM, the first framework to allow large-scale generation of diverse and challenging theory of mind data for robust training and evaluation. Our approach leverages an A* search over a custom domain-specific language to produce complex story structures and novel, diverse, yet plausible scenarios to stress test the limits of LLMs. Our evaluation reveals that state-of-the-art LLMs, such as Llama-3.1-70B and GPT-4o, show accuracies as low as 0% and 9% on ExploreToM-generated data, highlighting the need for more robust theory of mind evaluation. As our generations are a conceptual superset of prior work, fine-tuning on our data yields a 27-point accuracy improvement on the classic ToMi benchmark (Le et al., 2019). ExploreToM also enables uncovering underlying skills and factors missing for models to show theory of mind, such as unreliable state tracking or data imbalances, which may contribute to models' poor performance on benchmarks.

Self-alignment, whereby models learn to improve themselves without human annotation, is a rapidly growing research area. However, existing techniques often fail to improve complex reasoning tasks due to the difficulty of assigning correct rewards. An orthogonal approach that is known to improve correctness is self-consistency, a method applied at inference time based on multiple sampling in order to find the most consistent answer. In this work, we extend the self-consistency concept to help train models. We thus introduce self-consistency preference optimization (ScPO), which iteratively trains consistent answers to be preferred over inconsistent ones on unsupervised new problems. We show ScPO leads to large improvements over conventional reward model training on reasoning tasks such as GSM8K and MATH, closing the gap with supervised training with gold answers or preferences, and that combining ScPO with standard supervised learning improves results even further. On ZebraLogic, ScPO finetunes Llama-3 8B to be superior to Llama-3 70B, Gemma-2 27B, and Claude-3 Haiku.

Expanding the language coverage of speech technology has the potential to improve access to information for many more people. However, current speech technology is restricted to about one hundred languages which is a small fraction of the over 7,000 languages spoken around the world. The Massively Multilingual Speech (MMS) project increases the number of supported languages by 10-40x, depending on the task while providing improved accuracy compared to prior work. The main ingredients are a new dataset based on readings of publicly available religious texts and effectively leveraging self-supervised learning. We built pre-trained wav2vec 2.0 models covering 1,406 languages, a single multilingual automatic speech recognition model for 1,107 languages, speech synthesis models for the same number of languages, as well as a language identification model for 4,017 languages. Experiments show that our multilingual speech recognition model more than halves the word error rate of Whisper on 54 languages of the FLEURS benchmark while being trained on a small fraction of the labeled data.

Self-supervised learning leverages unlabeled data effectively, improving label efficiency and generalization to domains without labeled data. While recent work has studied generalization to more acoustic/linguistic domains, languages, and modalities, these investigations are limited to single-source speech with one primary speaker in the recording. This paper presents Cocktail HuBERT, a self-supervised learning framework that generalizes to mixture speech using a masked pseudo source separation objective. This objective encourages the model to identify the number of sources, separate and understand the context, and infer the content of masked regions represented as discovered units. Cocktail HuBERT outperforms state-of-the-art results with 69% lower WER on multi-speaker ASR, 31% lower DER on diarization, and is competitive on single-and multi-speaker tasks from SUPERB.

International audience

Organizations need to accurately understand the skills and competencies of their human resources in order to effectively respond to internal and external demands for expertise and make informed hiring decisions. In recent years, however, human resources have become highly mobile, making it more difficult for organizations to accurately learn their competencies. In such environment, organizations need to rely significantly on third parties to provide them with useful information about individuals. These sources and the information they provide, however, vary in degrees of trust and validity. In a previous paper, we developed an ontology for skills and competencies and modeled and analyzed the various sources of information used to derive the belief in an individual's level of competency. In this paper, we present an approach based on social network analysis for identifying unreliable sources of competency information. We explore the conditions under which evaluations given by an individual or a group about another can be trusted. We evaluate this approach using recommendation data gathered by crawling user profiles in LinkedIn.

To stay competitive within the market, organizations need to understand the skills and competencies of their human resources in order to best utilize them. This paper focuses on the problem of modeling human resources in a dynamic environment, and presents a formal ontology for representing, inferring, and validating skills and competencies over time.