Online recruitment platforms have reshaped job-seeking and recruiting processes, driving increased demand for applications that enhance person-job matching. Traditional methods generally rely on analyzing textual data from resumes and job descriptions, limiting the dynamic, interactive aspects crucial to effective recruitment. Recent advances in Large Language Models (LLMs) have revealed remarkable potential in simulating adaptive, role-based dialogues, making them well-suited for recruitment scenarios. In this paper, we propose MockLLM, a novel framework to generate and evaluate mock interview interactions. The system consists of two key components: mock interview generation and two-sided evaluation in handshake protocol. By simulating both interviewer and candidate roles, MockLLM enables consistent and collaborative interactions for real-time and two-sided matching. To further improve the matching quality, MockLLM further incorporates reflection memory generation and dynamic strategy modification, refining behaviors based on previous experience. We evaluate MockLLM on real-world data Boss Zhipin, a major Chinese recruitment platform. The experimental results indicate that MockLLM outperforms existing methods in matching accuracy, scalability, and adaptability across job domains, highlighting its potential to advance candidate assessment and online recruitment.

Reciprocal recommender systems~(RRS), conducting bilateral recommendations between two involved parties, have gained increasing attention for enhancing matching efficiency. However, the majority of existing methods in the literature still reuse conventional ranking metrics to separately assess the performance on each side of the recommendation process. These methods overlook the fact that the ranking outcomes of both sides collectively influence the effectiveness of the RRS, neglecting the necessity of a more holistic evaluation and a capable systemic solution.

Recent years have witnessed the rapid development of online recruitment platforms, which provide a convenient way for matching job seekers and recruiters by leveraging recommendation systems. Indeed, this is areciprocal recommendationproblem which needs to consider the preferences of both job seekers and recruiters simultaneously, making it different from traditional uni-directional user-item recommendation problems. Existing studies mainly focus on building recommendation models based on the matched person-job pairs via text matching or collaborative filtering methods. However, we propose that these methods are limited and insufficient for user modeling in recruitment platforms, since the abundant multi-typed bilateral behaviors (e.g.,apply for conversationandneglect the candidates) among users have been largely ignored. Therefore, in this paper, we propose a novel BilAteral Multi-BehaviOr mOdeling (BAMBOO) method for reciprocal recommendation in online recruitment, which can model the multi-typed interactions between job seekers and recruiters from two different perspectives, respectivelyexpectation perspectiveandcompetitiveness perspective. Specifically, for the expectation perspective, we propose to format the historical behaviors of different users as bilateral multi-behavior sequences, and we utilize a transformer-based model to learn the representations of what the userswantto obtain. For the competitiveness perspective, we propose to construct a bilateral interaction heterogeneous graph to describe the entire recruitment market, and further utilize a heterogeneous graph transformer-based model to learn the representations of what the userscanobtain. Moreover, we utilize contrastive learning methods to enhance these two modules. Furthermore, we propose to decompose the matching probability between job seekers and recruiters into the product of two parts, respectively the probability of the active party initiating the conversation and the probability of the passive party accepting it, and we train our model based on a multi-task learning strategy. Finally, we conduct both offline experiments on real-world datasets and online A/B test, and the experiment results validate the effectiveness of our BAMBOO model compared with several state-of-the-art baseline methods.

Reciprocal recommendation is the core of many social websites like online recruitment and online dating. Most recently, graph neural networks have been exploited by few researchers for reciprocal recommendation. However, they tend to oversimplify the interactions between users, treating them as simple pairwise relationships, which overlooks the multidimensional relationships among users. Additionally, these methods fail to consider users’ historical interaction sequences and feedback behaviors, which makes it challenging to effectively capture the changes of user preferences over time.To address these issues, this study proposes a novel bilateral recommendation model based on sequential hypergraphs for reciprocal scenarios. Firstly, to capture the complex multidimensional relationships between bilateral users, we design a new data structure called bilateral sequential hypergraphs to capture the diverse relationships among users and to mine collaborative signals at the sequential level. Secondly, we propose corresponding bilateral sequential hypergraph convolution structures to learn the embedded representations of bilateral users. To adequately capture the changes in user preferences, the model incorporates position modeling and feedback behavior modeling within the proposed convolution strategy. Extensive experiments on several real-world datasets demonstrate that the proposed method consistently outperforms state-of-the-art methods.

Reciprocal recommender system (RRS), considering a two-way matching between two parties, has been widely applied in online platforms like online dating and recruitment. Existing RRS models mainly capture static user preferences, which have neglected the evolving user tastes and the dynamic matching relation between the two parties. Although dynamic user modeling has been well-studied in sequential recommender systems, existing solutions are developed in a user-oriented manner. Therefore, it is non-trivial to adapt sequential recommendation algorithms to reciprocal recommendation. In this paper, we formulate RRS as a distinctive sequence matching task, and further propose a new approach ReSeq for RRS, which is short for Reciprocal Sequential recommendation. To capture dual-perspective matching, we propose to learn fine-grained sequence similarities by co-attention mechanism across different time steps. Further, to improve the inference efficiency, we introduce the self-distillation technique to distill knowledge from the fine-grained matching module into the more efficient student module. In the deployment stage, only the efficient student module is used, greatly speeding up the similarity computation. Extensive experiments on five real-world datasets from two scenarios demonstrate the effectiveness and efficiency of the proposed method. Our code is available at https://github.com/RUCAIBox/ReSeq/.

Interview has been regarded as one of the most crucial step for recruitment. To fully prepare for the interview with the recruiters, job seekers usually practice with mock interviews between each other. However, such a mock interview with peers is generally far away from the real interview experience: the mock interviewers are not guaranteed to be professional and are not likely to behave like a real interviewer. Due to the rapid growth of online recruitment in recent years, recruiters tend to have online interviews, which make it possible to collect real interview data from real interviewers. In this paper, we propose a novel application named EZInterviewer, which aims to learn from the online interview data and provides mock interview services to the job seekers. The task is challenging in two ways: (1) the interview data are now available but still of low-resource; (2) to generate meaningful and relevant interview dialogs requires thorough understanding of both resumes and job descriptions. To address the low-resource challenge, EZInterviewer is trained on a very small set of interview dialogs. The key idea is to reduce the number of parameters that rely on interview dialogs by disentangling the knowledge selector and dialog generator so that most parameters can be trained with ungrounded dialogs as well as the resume data that are not low-resource. Specifically, to keep the dialog on track for professional interviews, we pre-train a knowledge selector module to extract information from resume in the job-resume matching. A dialog generator is also pre-trained with ungrounded dialogs, learning to generate fluent responses. Then, a decoding manager is finetuned to combine information from the two pre-trained modules to generate the interview question. Evaluation results on a real-world job interview dialog dataset indicate that we achieve promising results to generate mock interviews. With the help of EZInterviewer, we hope to make mock interview practice become easier for job seekers.

Employing query suggestion techniques to assist users in articulating their needs during online search has become increasingly vital for search engines in an age of exponential information growth. The success of a query suggestion system lies in understanding and modeling user search intent behind each query accurately, which can hardly be achieved without personalization efforts on taking advantage of dynamic user feedback behaviors and rich contextual information. This valuable area, however, has been still largely untapped by current query suggestion systems. In this work, we propose Dynamic Searching Flow Model (DSFM), a query suggestion framework that is capable of modeling and refining user search intent progressively in recruitment scenarios by leveraging a dynamic flow mechanism. Here the concepts of local flow and global flow are introduced to capture the real-time intention of users and the overall influence of a session, respectively. By utilizing rich semantic information contained in resumes and job requirements, DSFM enables the personalization of query suggestions. In addition, weighted contrast learning is introduced into the training process to produce more extensive targeted query samples and partially alleviate the exposure bias. The adoption of attention mechanism allows the selection of the most relevant information to compose the final intention representation. Extensive experimental results on different categories of real-world datasets demonstrate the effectiveness of our proposed approach on the task of query suggestion for online recruitment platforms.

Person-job fit is the core technique of online recruitment platforms, which can improve the efficiency of recruitment by accurately matching the job positions with the job seekers. Existing works mainly focus on modeling the unidirectional process or overall matching. However, recruitment is a two-way selection process, which means that both candidate and employer involved in the interaction should meet the expectation of each other, instead of unilateral satisfaction. In this paper, we propose a dual-perspective graph representation learning approach to model directed interactions between candidates and jobs. To model the two-way selection preference from the dual-perspective of job seekers and employers, we incorporate two different nodes for each candidate (or job) and characterize both successful matching and failed matching via a unified dual-perspective interaction graph. To learn dual-perspective node representations effectively, we design an effective optimization algorithm, which involves a quadruple-based loss and a dual-perspective contrastive learning loss. Extensive experiments on three large real-world recruitment datasets have shown the effectiveness of our approach. Our code is available at https://github.com/RUCAIBox/DPGNN .

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.

The diversity of job requirements and the complexity of job seekers' abilities put forward higher requirements for the accuracy and interpretability of Person-Job Fit system. Interpretable Person-Job Fit system can show reasons for giving recommendations or not recommending specific jobs to some people, and vice versa. Such reasons help us understand according to what the final decision is made by the system and guarantee a high recommending accuracy. Existing studies on Person-Job Fit have focused on 1) one perspective, without considering the variances of role and psychological motivation between interviewer and job seeker; 2) modeling the matching degree between resume and job requirements directly through a deep neural network without interaction matching modules, which leads to shortage on interpretation. To this end, we propose an Interpretable Person-Job Fit (IPJF) model, which 1) models the Person-Job Fit problem from the perspectives/intentions of employer and job seeker in a multi-tasks optimization fashion to interpretively formulate the Person-Job Fit process; 2) leverages deep interactive representation learning to automatically learn the interdependence between a resume and job requirements without relying on a clear list of job seeker's abilities, and deploys the optimizing problem as a learning to rank problem. Experiments on large real dataset show that the proposed IPJF model outperforms state-of-the-art baselines and also gives promising interpretable recommending reasons.

Online recruitment services are now rapidly changing the landscape of hiring traditions on the job market. There are hundreds of millions of registered users with resumes, and tens of millions of job postings available on the Web. Learning good job-resume matching for recruitment services is important. Existing studies on job-resume matching generally focus on learning good representations of job descriptions and resume texts with comprehensive matching structures. We assume that it would bring benefits to learn the preference of both recruiters and job-seekers from previous interview histories and expect such preference is helpful to improve job-resume matching. To this end, in this paper, we propose a novel matching network with preference modeled. The key idea is to explore the latent preference given the history of all interviewed candidates for a job posting and the history of all job applications for a particular talent. To be more specific, we propose a profiling memory module to learn the latent preference representation by interacting with both the job and resume sides. We then incorporate the preference into the matching framework as an end-to-end learnable neural network. Based on the real-world data from an online recruitment platform namely "Boss Zhipin", the experimental results show that the proposed model could improve the job-resume matching performance against a series of state-of-the-art methods. In this way, we demonstrate that recruiters and talents indeed have preference and such preference can improve job-resume matching on the job market.