Job interviews are the most widely accepted method for companies to select suitable candidates, and a critical challenge is finding the right questions to ask job candidates. Moreover, there is a lack of integrated tools for automatically generating interview questions and recommending the right questions to interviewers. To this end, in this paper, we propose an intelligent system for assisting job interviews, namely, DuerQues. To build this system, we first investigate how to automatically generate skill-oriented interview questions in a scalable way by learning external knowledge from online knowledge-sharing communities. Along this line, we develop a novel distantly supervised skill entity recognition method to identify skill entities from large-scale search queries and web page titles with less need for human annotation. Additionally, we propose a neural generative model for generating skill-oriented interview questions. In particular, we introduce a data-driven solution to create high-quality training instances and design a learning algorithm to improve the performance of question generation. Furthermore, we exploit click-through data from query logs and design a recommender system for recommending suitable questions to interviewers. Specifically, we introduce a graph-enhanced algorithm to efficiently recommend suitable questions given a set of queried skills. Finally, extensive experiments on real-world datasets demonstrate the effectiveness of our DuerQues system in terms of the quality of generated skill-oriented questions and the performance of question recommendation.

Understanding the semantic structure of resumes plays an important role for various intelligent recruitment related applications. However, due to the unique characteristics of resume documents (e.g., diverse writing styles and multi-page) and the lack of labeled data, it has been a long-standing challenge to effectively extract the structural information of resumes through machine learning models. While considerable efforts have been made in this direction, existing methods only focus on the textual information in the document where the rich multi-modal information (e.g., the visual and layout information) is largely ignored. To this end, in this paper, we propose ResuFormer for understanding the semantic structure of resumes. Specifically, ResuFormer focuses on two typical tasks in this direction, namely resume block classification and intra-block information extraction respectively. For the first task, we propose a multi-modal pre-training model with a hierarchical Transformer encoder, in which we design three self-supervised training objectives, i.e., masked layout-language model, self-supervised contrastive learning and dynamic next-sentence prediction, to pre-train the model parameters, and fine-tune the model only using a small amount of training data. For the second task, we introduce a self-distillation based self-training learning framework to make the distantly supervised model more robust to the noise data. Finally, extensive experiments conducted on real-world resume datasets have clearly validated the performance of our ResuFormer compared with state-of-the-art (SOTA) baselines.

As an essential task of talent recruitment, person-job fit aims to measure the matching degree between talent qualifi-cation and the job requirements of a position. Existing studies usually formulate this task as a long text matching problem with a focus on learning effective representations of both job postings and resumes. However, it is commonly known that there exists a semantic gap between textual job postings and textual resumes. Therefore, in this paper, we study how to improve person-job fit by bridging this semantic gap with the help of prior knowledge. To this end, we first design a distantly supervised skill extraction model to identify the skill entities from the given job postings and resumes using only unlabeled data and skill entity dictionaries. The identified skill entities will be used to construct a skill knowledge graph (KG) on the global corpus, which can provide the prior knowledge. Also, we propose a knowledge enhanced person-job fit approach for talent recruitment. Here, we model job postings and resumes as two graphs and fuse the prior external knowledge into the graph representation learning. Specifically, we first build the graphs from job posting and resume text. Then, we design a knowledge-aware graph encoder that can not only capture the contextual word relationships within each job posting or resume, but also incorporate the prior knowledge into node representation learning. In addition, we propose an interactive learning method to perform effective graph matching in both graph-level and node-level, respectively. Meanwhile, a multi-task learning strategy is introduced to facilitate the graph representation learning. Finally, extensive experiments conducted on real-world datasets have clearly validated the effectiveness of our approaches compared with state-of-the-art baselines.

As an emerging initiative of proactive human resource management, employee turnover prediction is critically important for employers to retain talents and avoid the loss of intellectual capital. While considerable research efforts have been made in this direction, most of them only focus on modeling the within-company career trajectories of employees where the influence of external job market has been largely neglected. To this end, in this paper, we propose an enhanced framework of employee turnover prediction by jointly modeling the turnover clues from both internal and external views. Specifically, from the external-market view, we construct a heterogeneous graph which connects the employees with external job markets through shared skills. In this way, we can capture the potential popularity of employees in external markets specific to skills. Meanwhile, from the internal-company view, we design a graph convolutional network with hierarchical attention mechanism to capture the influence of organizational structure (e.g., superiors, subordinates, and peers) and colleagues with similar skills. Furthermore, both modules are modeled with Bidirectional LSTM and survival analysis to learn effective and dynamic representations of employee turnover prediction. Finally, we conduct extensive experiments on a large-scale real-world talent dataset with state-of-the-art methods, which clearly demonstrate the effectiveness of our approach as well as some interesting findings that could help us understand the employee turnover patterns, such as different impacts of external systems and collaborators from different groups.

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.