Visual geo-localization demands in-depth knowledge and advanced reasoning skills to associate images with precise real-world geo-graphic locations. Existing image database retrieval methods are limited by the impracticality of storing sufficient visual records of global landmarks. Recently, Large Vision-Language Models (LVLMs) have demonstrated the capability of geo-localization through Visual Question Answering (VQA), enabling a solution that does not require external geo-tagged image records. However, the performance of a single LVLM is still limited by its intrinsic knowledge and reasoning capabilities. To address these challenges, we introduce smileGeo, a novel visual geo-localization framework that leverages multiple Internet-enabled LVLM agents operating within an agent-based architecture. By facilitating inter-agent communication, smileGeo integrates the inherent knowledge of these agents with additional retrieved information, enhancing the ability to effectively localize images. Furthermore, our framework incorporates a dynamic learning strategy that optimizes agent communication, reducing redundant interactions and enhancing overall system efficiency. To validate the effectiveness of the proposed framework, we conducted experiments on three different datasets, and the results show that our approach significantly outperforms current state-of-the-art methods. The source code is available at https://github.com/Applied-Machine-Learning-Lab/smileGeo.

Document retrieval, designed to recall query-relevant documents from expansive collections, is essential for information-seeking tasks, such as web search and open-domain question-answering. Advances in representation learning and pretrained language models (PLMs) have driven a paradigm shift from traditional sparse retrieval methods to more effective dense retrieval approaches, forging enhanced semantic connections between queries and documents and establishing new performance benchmarks. However, reliance on extensive annotated document-query pairs limits their competitiveness in low-resource scenarios. Recent research efforts employing the few-shot capabilities of large language models (LLMs) and prompt engineering for synthetic data generation have emerged as a promising solution. Nonetheless, these approaches are hindered by the generation of lower-quality data within the conventional dense retrieval training process. To this end, in this paper, we introduce iGFT, a framework aimed at enhancing low-resource dense retrieval by integrating a three-phase process --- Generation, Filtering, and Tuning --- coupled with an iterative optimization strategy. Specifically, we first employ supervised fine-tuning on limited ground truth data, enabling an LLM to function as the generator capable of producing potential queries from given documents. Subsequently, we present a multi-stage filtering module to minimize noise in the generated data while retaining samples poised to significantly improve the dense retrieval model's performance in the follow-up fine-tuning process. Furthermore, we design a novel iterative optimization strategy that dynamically optimizes the query generator for producing more informative queries, thereby enhancing the efficacy of the entire framework. Finally, extensive experiments conducted on a series of publicly available retrieval benchmark datasets have demonstrated the effectiveness of the proposed iGFT.

The rapid development of online recruitment platforms has created unprecedented opportunities for job seekers while concurrently posing the significant challenge of quickly and accurately pinpointing positions that align with their skills and preferences. Job recommendation systems have significantly alleviated the extensive search burden for job seekers by optimizing user engagement metrics, such as clicks and applications, thus achieving notable success. In recent years, a substantial amount of research has been devoted to developing effective job recommendation models, primarily focusing on text-matching based and behavior modeling based methods. While these approaches have realized impressive outcomes, it is imperative to note that research on the explainability of recruitment recommendations remains profoundly unexplored. To this end, in this paper, we propose DISCO, a hierarchical Disentanglement based Cognitive diagnosis framework, aimed at flexibly accommodating the underlying representation learning model for effective and interpretable job recommendations. Specifically, we first design a hierarchical representation disentangling module to explicitly mine the hierarchical skill-related factors implied in hidden representations of job seekers and jobs. Subsequently, we propose level-aware association modeling to enhance information communication and robust representation learning both inter- and intra-level, which consists of the inter-level knowledge influence module and the level-wise contrastive learning. Finally, we devise an interaction diagnosis module incorporating a neural diagnosis function for effectively modeling the multi-level recruitment interaction process between job seekers and jobs, which introduces the cognitive measurement theory. Extensive experiments on two real-world recruitment recommendation datasets and an educational recommendation dataset clearly demonstrate the effectiveness and interpretability of our proposed DISCO framework. Our codes are available at https://github.com/LabyrinthineLeo/DISCO.

Job recommender systems are crucial for aligning job opportunities with job-seekers in online job-seeking. However, users tend to adjust their job preferences to secure employment opportunities continually, which limits the performance of job recommendations. The inherent frequency of preference drift poses a challenge to promptly and precisely capture user preferences. To address this issue, we propose a novel session-based framework, BISTRO, to timely model user preference through fusion learning of semantic and behavioral information. Specifically, BISTRO is composed of three stages: 1) coarse-grained semantic clustering, 2) fine-grained job preference extraction, and 3) personalized top-k job recommendation. Initially, BISTRO segments the user interaction sequence into sessions and leverages session-based semantic clustering to achieve broad identification of person-job matching. Subsequently, we design a hypergraph wavelet learning method to capture the nuanced job preference drift. To mitigate the effect of noise in interactions caused by frequent preference drift, we innovatively propose an adaptive wavelet filtering technique to remove noisy interaction. Finally, a recurrent neural network is utilized to analyze session-based interaction for inferring personalized preferences. Extensive experiments on three real-world offline recruitment datasets demonstrate the significant performances of our framework. Significantly, BISTRO also excels in online experiments, affirming its effectiveness in live recruitment settings. This dual success underscores the robustness and adaptability of BISTRO. The source code is available at https://github.com/Applied-Machine-Learning-Lab/BISTRO.

The recent development of recommender systems has a focus on collaborative ranking, which provides users with a sorted list rather than rating prediction. The sorted item lists can more directly reflect the preferences for users and usually perform better than rating prediction in practice. While considerable efforts have been made in this direction, the well-known pairwise and listwise approaches have still been limited by various challenges. Specifically, for the pairwise approaches, the assumption of independent pairwise preference is not always held in practice. Also, the listwise approaches cannot efficiently accommodate “ties” and unobserved data due to the precondition of the entire list permutation. To this end, in this article, we propose a novel setwise Bayesian approach for collaborative ranking, namely, SetRank, to inherently accommodate the characteristics of user feedback in recommender systems. SetRank aims to maximize the posterior probability of novel setwise preference structures and three implementations for SetRank are presented. We also theoretically prove that the bound of excess risk in SetRank can be proportional to \(\sqrt {M/N}\) , where M and N are the numbers of items and users, respectively. Finally, extensive experiments on four real-world datasets clearly validate the superiority of SetRank compared with various state-of-the-art baselines.

Multimodal entity linking (MEL) task, which aims at resolving ambiguous mentions to a multimodal knowledge graph, has attracted wide attention in recent years. Though large efforts have been made to explore the complementary effect among multiple modalities, however, they may fail to fully absorb the comprehensive expression of abbreviated textual context and implicit visual indication. Even worse, the inevitable noisy data may cause inconsistency of different modalities during the learning process, which severely degenerates the performance. To address the above issues, in this paper, we propose a novel Multi-GraIned Multimodal InteraCtion Network (MIMIC) framework for solving the MEL task. Specifically, the unified inputs of mentions and entities are first encoded by textual/visual encoders separately, to extract global descriptive features and local detailed features. Then, to derive the similarity matching score for each mention-entity pair, we device three interaction units to comprehensively explore the intra-modal interaction and inter-modal fusion among features of entities and mentions. In particular, three modules, namely the Text-based Global-Local interaction Unit (TGLU), Vision-based DuaL interaction Unit (VDLU) and Cross-Modal Fusion-based interaction Unit (CMFU) are designed to capture and integrate the fine-grained representation lying in abbreviated text and implicit visual cues. Afterwards, we introduce a unit-consistency objective function via contrastive learning to avoid inconsistency and model degradation. Experimental results on three public benchmark datasets demonstrate that our solution outperforms various state-of-the-art baselines, and ablation studies verify the effectiveness of designed modules.

Abstractive summarization is a classic task in Natural Language Generation (NLG), which aims to produce a concise summary of the original document. Recently, great efforts have been made on sequence-to-sequence neural networks to generate abstractive sum- maries with a high level of fluency. However, prior arts mainly focus on the optimization of token-level likelihood, while the rich semantic information in documents has been largely ignored. In this way, the summarization results could be vulnerable to hallucinations, i.e., the semantic-level inconsistency between a summary and corresponding original document. To deal with this challenge, in this paper, we propose a novel fact-aware abstractive summarization model, named Entity-Relation Pointer Generator Network (ERPGN). Specially, we attempt to formalize the facts in original document as a factual knowledge graph, and then generate the high-quality summary via directly modeling consistency between summary and the factual knowledge graph. To that end, we first leverage two pointer net- work structures to capture the fact in original documents. Then, to enhance the traditional token-level likelihood loss, we design two extra semantic-level losses to measure the disagreement between a summary and facts from its original document. Extensive experi- ments on public datasets demonstrate that our ERPGN framework could outperform both classic abstractive summarization models and the state-of-the-art fact-aware baseline methods, with significant improvement in terms of faithfulness.

As a major component of strategic talent management, learning and development (L&D) aims at improving the individual and organization performances through planning tailored training for employees to increase and improve their skills and knowledge. While many companies have developed the learning management systems (LMSs) for facilitating the online training of employees, a long-standing important issue is how to achieve personalized training recommendations with the consideration of their needs for future career development. To this end, in this article, we present a focused study on the explainable personalized online course recommender system for enhancing employee training and development. Specifically, we first propose a novel end-to-end hierarchical framework, namely Demand-aware Collaborative Bayesian Variational Network (DCBVN), to jointly model both the employees’ current competencies and their career development preferences in an explainable way. In DCBVN, we first extract the latent interpretable representations of the employees’ competencies from their skill profiles with autoencoding variational inference based topic modeling. Then, we develop an effective demand recognition mechanism for learning the personal demands of career development for employees. In particular, all the above processes are integrated into a unified Bayesian inference view for obtaining both accurate and explainable recommendations. Furthermore, for handling the employees with sparse or missing skill profiles, we develop an improved version of DCBVN, called the Demand-aware Collaborative Competency Attentive Network (DCCAN) framework , by considering the connectivity among employees. In DCCAN, we first build two employee competency graphs from learning and working aspects. Then, we design a graph-attentive network and a multi-head integration mechanism to infer one’s competency information from her neighborhood employees. Finally, we can generate explainable recommendation results based on the competency representations. Extensive experimental results on real-world data clearly demonstrate the effectiveness and the interpretability of both of our frameworks, as well as their robustness on sparse and cold-start scenarios.

As a major component of strategic talent management, learning and development (L&D) aims at improving the individual and organization performances through planning tailored training for employees to increase and improve their skills and knowledge. While many companies have developed the learning management systems (LMSs) for facilitating the online training of employees, a long-standing important issue is how to achieve personalized training recommendations with the consideration of their needs for future career development. To this end, in this paper, we propose an explainable personalized online course recommender system for enhancing employee training and development. A unique perspective of our system is to jointly model both the employees’ current competencies and their career development preferences in an explainable way. Specifically, the recommender system is based on a novel end-to-end hierarchical framework, namely Demand-aware Collaborative Bayesian Variational Network (DCBVN). In DCBVN, we first extract the latent interpretable representations of the employees’ competencies from their skill profiles with autoencoding variational inference based topic modeling. Then, we develop an effective demand recognition mechanism for learning the personal demands of career development for employees. In particular, all the above processes are integrated into a unified Bayesian inference view for obtaining both accurate and explainable recommendations. Finally, extensive experimental results on real-world data clearly demonstrate the effectiveness and the interpretability of DCBVN, as well as its robustness on sparse and cold-start scenarios.

Employer Brand Evaluation (EBE) is to understand an employer’s unique characteristics to identify competitive edges. Traditional approaches rely heavily on employers’ financial information, including financial reports and filings submitted to the Securities and Exchange Commission (SEC), which may not be readily available for private companies. Fortunately, online recruitment services provide a variety of employers’ information from their employees’ online ratings and comments, which enables EBE from an employee’s perspective. To this end, in this article, we propose a method named Company Profiling–based Collaborative Topic Regression (CPCTR) to collaboratively model both textual (i.e., reviews) and numerical information (i.e., salaries and ratings) for learning latent structural patterns of employer brands. With identified patterns, we can effectively conduct both qualitative opinion analysis and quantitative salary benchmarking. Moreover, a Gaussian processes--based extension, GPCTR, is proposed to capture the complex correlation among heterogeneous information. Extensive experiments are conducted on three real-world datasets to validate the effectiveness and generalizability of our methods in real-life applications. The results clearly show that our methods outperform state-of-the-art baselines and enable a comprehensive understanding of EBE.

The widespread use of online recruitment services has led to an information explosion in the job market. As a result, recruiters have to seek intelligent ways for Person-Job Fit, which is the bridge for adapting the right candidates to the right positions. Existing studies on Person-Job Fit usually focus on measuring the matching degree between talent qualification and job requirements mainly based on the manual inspection of human resource experts, which could be easily misguided by the subjective, incomplete, and inefficient nature of human judgment. To that end, in this article, we propose a novel end-to-end T opic-based A bility-aware P erson- J ob F it N eural N etwork (TAPJFNN) framework, which has a goal of reducing the dependence on manual labor and can provide better interpretability about the fitting results. The key idea is to exploit the rich information available in 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 (RNN). Along this line, two hierarchical topic-based ability-aware attention strategies are designed to measure the different importance of job requirements for semantic representation, as well as measure the different contribution of each job experience to a specific ability requirement. In addition, we design a refinement strategy for Person-Job Fit prediction based on historical recruitment records. Furthermore, we introduce how to exploit our TAPJFNN framework for enabling two specific applications in talent recruitment: talent sourcing and job recommendation. Particularly, in the application of job recommendation, a novel training mechanism is designed for addressing the challenge of biased negative labels. Finally, extensive experiments on a large-scale real-world dataset clearly validate the effectiveness and interpretability of the TAPJFNN and its variants compared with several baselines.

In talent recruitment, the job interview aims at selecting the right candidates for the right jobs through assessing their skills and experiences in relation to the job positions. While tremendous efforts have been made in improving job interviews, a long-standing challenge is how to design appropriate interview questions for comprehensively assessing the competencies that may be deemed relevant and representative for person-job fit. To this end, in this research, we focus on the development of a personalized question recommender system, namely DuerQuiz, for enhancing the job interview assessment. DuerQuiz is a fully deployed system, in which a knowledge graph of job skills, Skill-Graph, has been built for comprehensively modeling the relevant competencies that should be assessed in the job interview. Specifically, we first develop a novel skill entity extraction approach based on a bidirectional Long Short-Term Memory (LSTM) with a Conditional Random Field (CRF) layer (LSTM-CRF) neural network enhanced with adapted gate mechanism. In particular, to improve the reliability of extracted skill entities, we design a label propagation method based on more than 10 billion click-through data from the large-scale Baidu query logs. Furthermore, we discover the hypernym-hyponym relations between skill entities and construct the Skill-Graph by leveraging the classifier trained with extensive contextual features. Finally, we design a personalized question recommendation algorithm based on the Skill-Graph for improving the efficiency and effectiveness of job interview assessment. Extensive experiments on real-world recruitment data clearly validate the effectiveness of DuerQuiz, which had been deployed for generating written exercises in the 2018 Baidu campus recruitment event and received remarkable performances in terms of efficiency and effectiveness for selecting outstanding talents compared with a traditional non-personalized human-only assessment approach.

The understanding of talent flow is critical for sharpening company talent strategy to keep competitiveness in the current fast-evolving environment. Existing studies on talent flow analysis generally rely on subjective surveys. However, without large-scale quantitative studies, there are limits to deliver fine-grained predictive business insights for better talent management. To this end, in this paper, we aim to introduce a big data-driven approach for predictive talent flow analysis. Specifically, we first construct a time-aware job transition tensor by mining the large-scale job transition records of digital resumes from online professional networks (OPNs), where each entry refers to a fine-grained talent flow rate of a specific job position between two companies. Then, we design a dynamic latent factor based Evolving Tensor Factorization (ETF) model for predicting the future talent flows. In particular, a novel evolving feature by jointly considering the influence of previous talent flows and global market is introduced for modeling the evolving nature of each company. Furthermore, to improve the predictive performance, we also integrate several representative attributes of companies as side information for regulating the model inference. Finally, we conduct extensive experiments on large-scale real-world data for evaluating the model performances. The experimental results clearly validate the effectiveness of our approach compared with state-of-the-art baselines in terms of talent flow forecast. Meanwhile, the results also reveal some interesting findings on the regularity of talent flows, e.g. Facebook becomes more and more attractive for the engineers from Google in 2016.

Crowdfunding is an emerging online fundraising mechanism for creators to launch campaigns (projects) to solicit funds or expand their influence. Tracking the dynamics, i.e., daily funding amounts can be of great help to campaign creators as well as contributors. Previous works on this subject either fit the fluctuations of time-series with predefined stochastic process or apply a regularization term to constrain learned tendencies, resulting in limited generalization abilities. Patterns of funding-amount sequences in crowdfunding are often exclusive and non-linear, making previous predictors suboptimal. To tackle this problem, we propose a novel method based on synthesized bases which can be composed into arbitrary patterns. Concretely, we build a large set of candidate basis from which we select based on reliability, diversity and latent structures. We use representations of sequences in this basis space as a predictor, and adopt a dual-graph to exploit neighbouring information to enhance its prediction quality. Experimental results demonstrate the effectiveness of our method.

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 A bility-aware P erson-J ob F it N eural N etwork (APJFNN) 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 (RNN). 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.

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.

Mixed land use refers to the effort of putting residential, commercial and recreational uses in close proximity to one another. This can contribute economic benefits, support viable public transit, and enhance the perceived security of an area. It is naturally promising to investigate how to rank real estate from the viewpoint of diverse mixed land use, which can be reflected by the portfolio of community functions in the observed area. To that end, in this paper, we develop a geographical function ranking method, named FuncDivRank, by incorporating the functional diversity of communities into real estate appraisal. Specifically, we first design a geographic function learning model to jointly capture the correlations among estate neighborhoods, urban functions, temporal effects, and user mobility patterns. In this way we can learn latent community functions and the corresponding portfolios of estates from human mobility data and Point of Interest (POI) data. Then, we learn the estate ranking indicator by simultaneously maximizing ranking consistency and functional diversity, in a unified probabilistic optimization framework. Finally, we conduct a comprehensive evaluation with real-world data. The experimental results demonstrate the enhanced performance of the proposed method for real estate appraisal.

Many of today's online news websites have enabled users to specify different types of emotions (e.g., Angry and shocked) they have after reading news. Compared with traditional user feedbacks such as comments and ratings, these specific emotion annotations are more accurate for expressing users' personal emotions. In this paper, we propose to exploit these users' emotion annotations for online news in order to track the evolution of emotions, which plays an important role in various online services. A critical challenge is how to model emotions with respect to time spans. To this end, we propose a time-aware topic modeling perspective for solving this problem. Specifically, we first develop a model named emotion-Topic over Time (eToT), in which we represent the topics of news as a Beta distribution over time and a multinomial distribution over emotions. Whilee ToT can uncover the latent relationship among news, emotion and time directly, it cannot capture the dynamics of topics. Therefore, we further develop another model named emotion based Dynamic Topic Model (eDTM), where we explore the state space model for tracking the dynamics of topics. In addition, we demonstrate that both eToT and eDTM could enable several potential applications, such as emotion prediction, emotion-based news recommendations and emotion anomaly detections. Finally, we validate the proposed models with extensive experiments with a real-world data set.