Generalized Category Discovery (GCD) aims to identify both known and novel categories from partially labeled data, reflecting more realistic open-world learning scenarios.However, most existing methods rely solely on one-hot discriminative supervision, leading to overfitting on seen classes and poor generalization to unseen ones.Recent advances introduce large language models (LLMs) to incorporate external semantics, yet they often suffer from semantic-label misalignment and weak semantic integration during training.We propose GenDis, a Generative-Discriminative Dual-View Co-Training framework that unifies discriminative classification and semantic label generation within an LLM.Discriminative pseudo-labels guide the formation of a separable generative latent space, enabling semantically meaningful supervision for novel classes.To ensure consistency between the two views, we employ Canonical Correlation Analysis (CCA)-based alignment and a curriculumguided, dispersion-aware pseudo-labeling strategy for iterative refinement.Extensive experiments on five GCD benchmarks demonstrate that GenDis substantially outperforms prior methods, validating the effectiveness of dual-view co-training with semantically enriched supervision.Code is available at https: //github.com/cx9941/GenDis.

Generalized Category Discovery (GCD) aims to classify data from partially labeled datasets by jointly recognizing known categories and discovering novel ones.Despite recent advances, existing methods still suffer from weak text-label alignment, inconsistent objectives across known and novel categories, and poor discrimination of semantically similar clusters.To mitigate these issues, we propose TLSA, a unified framework that enforces contrastive alignment between text and label representations within a shared semantic space.Specifically, we first design a label-semantic aware dual-encoder equipped with a symmetric contrastive objective to achieve text-label alignment.Then, we leverage LLM-based label induction to generate explicit and semantically meaningful names for previously unseen categories, followed by a graph-based refinement strategy that disambiguates semantically overlapping clusters through forced renaming.Finally, a confidence-aware sampling strategy ensures balanced learning across both easy and hard instances.Extensive experiments on four benchmark datasets show that TLSA consistently outperforms state-of-theart GCD methods.The code is available at https://github.com/Wenxi-Xu/TLSA.

The rapid development of large language models (LLMs) has significantly enhanced the capabilities of AI-native applications, offering substantial improvements in user experience across various sectors. In particular, the integration of LLMs with external APIs has become critical for services such as Baidu Maps, which leverages ERNIE Bot to provide real-time, intelligent responses through its AI Guide service. However, as user queries diversify, the ability to dynamically discover, design, and integrate new APIs has become increasingly essential. This paper addresses the challenges of automating the real-world API discovery, design, and integration process, focusing on mitigating human labor costs and biases while ensuring the creation of high-quality training data. To this end, we propose an Automatic Real-world API Discovery and Deployment (ARADD) framework to efficiently discover new real-world APIs suitable for query solving and automatically master them with minimal labor cost. Specifically, we firstly propose a Multi-Stage LLM-empowered Iterative Intent Extraction method, which integrates a closed-source LLM with our lightweight agent to capture each new intent accurately and efficiently. Secondly, we propose a Contextual-Aware API Design and Self-Instruct Data Generation module to discover APIs suitable for the captured new intent and generate training data pairs of this intent. Finally, a Two-Stage Data Filtering module is introduced to distill the most influential data point for fine-tuning the agent model. Extensive experiments on a real-world log dataset and the online service side validate the effectiveness of our proposed framework.

Large Language Models (LLMs) have achieved prominent success in various applications, driven by their foundational capabilities and strong generalization potential. While their impact on natural language processing is well-established, recent works highlight their significant promise in other applications as well. One such area is traffic forecasting, where LLMs demonstrated the ability to generate powerful analytical insights, offering new opportunities for advancing Intelligent Transportation Systems (ITS). This survey summarizes 160 related works, providing a comprehensive review of methods, applications, and challenges. Specifically, we summarize the efforts to bridge the gap between time series data and language models, exploring their design principles and applications in various traffic scenarios, including traffic forecasting, traffic recommendation, mobility forecasting, urban management, signal control, and safety analysis. For deeper insights, we discuss existing challenges and highlight future research directions. This survey identifies three key limitations of current works: (1) LLM-based traffic models face practical deployment hurdles; (2) there lacks a unified benchmark across various applications; (3) resident privacy protection demands attention in their real-world applications. By providing a foundational understanding of LLMs for traffic forecasting, this survey aims to benefit not only the traffic mining community but also contribute to the broader advancement of Artificial General Intelligence (AGI).

Cognitive modeling, as an emerging technology in the field of computer-aided education, aims to explore students’ knowledge levels and learning abilities to achieve various intelligent educational applications. Although some existing work focuses on addressing the problem of student forgetting, it is still a less explored area how to naturally integrate the forgetting effect caused by the time interval between answering exercises into student knowledge state modeling. Additionally, traditional cognitive modeling methods mostly assume that students answer exercises one by one, which often does not align with real answering behavior and cannot be directly extended to diverse learning scenarios. Therefore, in this article, we propose a Continuous Time-based Neural Cognitive (CT-NC) framework and several implemented models (CT-NCM and two extensions) to effectively integrate the dynamic and continuous characteristics of knowledge forgetting into student learning process modeling, making it more natural. Specifically, we adopt a specially designed learning event encoding method to adjust the neural Hawkes process to capture the relationship between knowledge learning and forgetting over continuous time. Furthermore, we propose a customizable learning function to jointly model the changes in different knowledge states and their interaction with each practice moment. In the end, we demonstrate an extension CT-NCM+ that can adapt well to diverse learning scenarios, indicating that CT-NCM can solve real-world problems by flexibly adjusting its structure. Extensive experimental results on real datasets clearly demonstrate that CT-NCM and CT-NCM+ outperform the current state-of-the-art KT methods in student performance prediction, while our work points out a realistic research direction for KT and demonstrates its interpretability in knowledge learning visualization.

In this paper, we aim to improve the reasoning ability of large language models (LLMs) over knowledge graphs (KGs) to answer complex questions.Inspired by existing methods that design the interaction strategy between LLMs and KG, we propose an autonomous LLM-based agent framework, called KG-Agent, which enables a small LLM to actively make decisions until finishing the reasoning process over KGs.In KG-Agent, we integrate the LLM, multifunctional toolbox, KG-based executor, and knowledge memory, and develop an iteration mechanism that autonomously selects the tool and then updates the memory for reasoning over KG.To guarantee the effectiveness, we leverage program language to formulate the multi-hop reasoning process over the KG and synthesize a code-based instruction dataset to fine-tune the base LLM.Extensive experiments demonstrate that only using 10K samples for tuning LLaMA2-7B can outperform competitive methods using larger LLMs or more data, on both in-domain and out-domain datasets.Our code and data will be publicly released.

Model editing plays a crucial role in the cost-effective development of large language models, and the challenge of evolving knowledge facilitates its sequential extension, namely lifelong model editing. However, progress on standard and lifelong editing has historically followed separate tracks, overlooking the potential of generalizing standard methods to lifelong scenarios. By establishing this bridge, we can provide robust baselines in lifelong scenarios and ensure that lifelong editing benefits from the ongoing advancements in standard editing technologies. In response, this paper proposes a general framework, Sim*ulating Ideal E*ditor (SimIE), which restores the strong performance of parameter-modifying methods from standard model editing in a lifelong context. SimIE formulates the ideal parameter shift as the minimum-norm solution to a linear system, constructed using the Moore-Penrose inverse, and subsequently enables recursive updates by truncating the limiting expression of the Moore-Penrose inverse under two mild assumptions. Theoretically, we demonstrate that if either assumption is not met, the solution provided by SimIE remains near-optimal in a statistical sense or stable against perturbations introduced by the sequential editing, but a trade-off between optimality and stability arises when both assumptions fail. Extensive experiments validate the effectiveness of SimIE, which allows standard algorithms to achieve performance comparable to specialized lifelong model editing methods. Our code is available at https://github.com/YamingGuo98/SimIE.

Spatio-temporal forecasting provides potential for discovering evolutionary patterns in geographical scientific data. However, geographical scientific datasets are often manually collected across studies, resulting in limited time spans and data scales. This hinders existing methods that rely on rich historical data for individual entities. In this paper, we argue that heterogeneous datasets from different studies can provide complementary insights into the same underlying system, helping improve predictions for geographical entities with limited historical data. To this end, we propose a Segment Quadtree Geographical Embedding Framework (SQGEF). SQGEF integrates knowledge from datasets with varied target entities, time spans, and observation variables to learn unified representations for multi-granularity entities—including those absent during training. Specifically, we propose a novel data structure, Segment Quadtree, that flexibly accommodates entities of varying granularities. SQGEF not only captures multi-level interactions from grid data but also extracts nested relationships and human-defined boundaries from diverse entities, enabling a comprehensive understanding of complex geographical structures. Experiments on real-world datasets demonstrate that SQGEF effectively represents unseen geographical entities and enhances performance for various models.

In recent years, the rapid advancement of Artificial Intelligence (AI) technologies, particularly Large Language Models (LLMs), has revolutionized the paradigm of scientific discovery, establishing AI-for-Science (AI4Science) as a dynamic and evolving field. However, there is still a lack of an effective framework for the overall assessment of AI4Science, particularly from a holistic perspective on data quality and model capability. Therefore, in this study, we propose SciHorizon, a comprehensive assessment framework designed to benchmark the readiness of AI4Science from both scientific data and LLM perspectives. First, we introduce a generalizable framework for assessing AI-ready scientific data, encompassing four key dimensions-Quality, FAIRness, Explainability, and Compliance-which are subdivided into 15 sub-dimensions. Drawing on data resource papers published between 2018 and 2023 in peer-reviewed journals, we present recommendation lists of AI-ready datasets for Earth, Life, and Materials Sciences, making a novel and original contribution to the field. Concurrently, to assess the capabilities of LLMs across multiple scientific disciplines, we establish 16 assessment dimensions based on five core indicators-Knowledge, Understanding, Reasoning, Multimodality, and Values-spanning Mathematics, Physics, Chemistry, Life Sciences, and Earth and Space Sciences. Using the developed benchmark datasets, we have conducted a comprehensive evaluation of over 50 representative open-source and closed-source LLMs. All the results are publicly available and can be accessed online at www.scihorizon.cn/en.

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.

Matching suitable jobs with qualified candidates is crucial for online recruitment. Typically, users (i.e., candidates and employers) have specific expectations in the recruitment market, making them prefer similar jobs or candidates. Metric learning technologies provide a promising way to capture the similarity propagation between candidates and jobs. However, they rely on symmetric distance measures, failing to model users' asymmetric relationships in two-way selection. Additionally, users' behaviors (e.g., candidates) are highly affected by the feedback from their counterparts (e.g., employers), which can hardly be captured by the existing person-job fit methods that primarily explore homogeneous and undirected graphs. To address these problems, we propose a quasi-metric learning framework to capture the similarity propagation between candidates and jobs while modeling their asymmetric relations for bilateral person-job fit. Specifically, we propose a quasi-metric space that not only satisfies the triangle inequality to capture the fine-grained similarity between candidates and jobs, but also incorporates a tailored asymmetric measure to model users. two-way selection process in online recruitment. More importantly, the proposed quasi-metric learning framework can theoretically model recruitment rules from similarity and competitiveness perspectives, making it seamlessly align with bilateral person-job fit scenarios. To explore the mutual effects of two-sided users, we first organize candidates, employers, and their different-typed interactions into a heterogeneous relation graph, and then propose a relation-aware graph convolution network to capture users. mutual effects through their bilateral behaviors. Extensive experiments on several real-world datasets demonstrate the effectiveness of the proposed methods.

Neural networks have achieved remarkable success across various fields. However, the lack of interpretability limits their practical use, particularly in critical decision-making scenarios. Posthoc interpretability, which provides explanations for pretrained models, is often at risk of fidelity and robustness. This has inspired a rising interest in self-interpretable neural networks (SINNs), which inherently reveal the prediction rationale through model structures. Despite this progress, existing research remains fragmented, relying on intuitive designs tailored to specific tasks. To bridge these efforts and foster a unified framework, we first collect and review existing works on SINNs and provide a structured summary of their methodologies from five key perspectives: attribution-based, function-based, concept-based, prototype-based, and rule-based self-interpretation. We also present concrete, visualized examples of model explanations and discuss their applicability across diverse scenarios, including image, text, graph data, and deep reinforcement learning (DRL). Additionally, we summarize existing evaluation metrics for self-interpretation and identify open challenges in this field, offering insights for future research. To support ongoing developments, we present a publicly accessible resource to track advancements in this domain: https://github.com/yangji721/Awesome-Self-Interpretable-Neural-Network

In today’s competitive and fast-evolving business environment, it is critical for organizations to rethink how to make talent-related decisions in a quantitative manner. Indeed, the recent development of big data and artificial intelligence (AI) techniques has revolutionized human resource management (HRM). The availability of large-scale talent and management-related data provides unparalleled opportunities for business leaders to comprehend organizational behaviors and gain tangible knowledge from a data science perspective, which, in turn, delivers intelligence for real-time decision-making and effective talent management for their organizations. In the last decade, talent analytics has emerged as a promising field in applied data science for HRM, garnering significant attention from AI communities and inspiring numerous research efforts. To this end, we present an up-to-date and comprehensive survey on AI technologies used for talent analytics in the field of HRM. Specifically, we first provide the background knowledge of talent analytics and categorize various pertinent data. Subsequently, we offer a comprehensive taxonomy of relevant research efforts, categorized based on three distinct application-driven scenarios at different levels: talent management, organization management, and labor market analysis. In conclusion, we summarize the open challenges and potential prospects for future research directions in the domain of AI-driven talent analytics.

Gene panel selection aims to identify the most informative genomic biomarkers in label-free genomic datasets. Traditional approaches, which rely on domain expertise, embedded machine learning models, or heuristic-based iterative optimization, often introduce biases and inefficiencies, potentially obscuring critical biological signals. To address these challenges, we present an iterative gene panel selection strategy that harnesses ensemble knowledge from existing gene selection algorithms to establish preliminary boundaries or prior knowledge, which guide the initial search space. Subsequently, we incorporate reinforcement learning (RL) through a reward function shaped by expert behavior, enabling dynamic refinement and targeted selection of gene panels. This integration mitigates biases stemming from initial boundaries while capitalizing on RL's stochastic adaptability. Comprehensive comparative experiments, case studies, and downstream analyses demonstrate the effectiveness of our method, highlighting its improved precision and efficiency for label-free biomarker discovery. Our results underscore the potential of this approach to advance single-cell genomics data analysis.

Job recommendation aims to provide potential talents with suitable job descriptions (JDs) consistent with their career trajectory, which plays an essential role in proactive talent recruitment. In real-world management scenarios, the available JD-user records always consist of JDs, user profiles, and click data, in which the user profiles are typically summarized as the user's skill distribution for privacy reasons. Although existing sophisticated recommendation methods can be directly employed, effective recommendation still has challenges considering the information deficit of JD itself and the natural heterogeneous gap between JD and user profile. To address these challenges, we proposed a novel skill-aware recommendation model based on the designed semantic-enhanced Transformer to parse JDs and complete personalized job recommendation. Specifically, we first model the relative items of each JD and then adopt an encoder with the local-global attention mechanism to better mine the intra-job and inter-job dependencies from JD tuples. Moreover, we adopt a two-stage learning strategy for skill-aware recommendation, in which we utilize the skill distribution to guide JD representation learning in the recall stage and then combine the user profiles for final prediction in the ranking stage. Consequently, we can embed rich contextual semantic representations for learning JDs, while skill-aware recommendation provides effective JD-user joint representation for click-through rate (CTR) prediction. To validate the superior performance of our method for job recommendation, we present a thorough empirical analysis of large-scale real-world and public datasets to demonstrate its effectiveness and interpretability.

Recent years have witnessed the great success of the applications of graph convolutional networks (GCNs) in various scenarios. However, due to the challenging over-smoothing and over-squashing problems, the ability of GCNs to model information from long-distance nodes has been largely limited. One solution is to aggregate features from different hops of neighborhoods with a linear combination of them followed by a shallow feature transformation. However, we demonstrate that those methods can only achieve a tradeoff between tackling those two problems. To this end, in this article, we design a simple yet effective graph convolution (GC), named maximization-based GC (MGC). Instead of using the linear combination, MGC applies an elementwise maximizing operation for exploiting all possible powers of the normalized adjacent matrix to construct a GC operation. As evidenced by theoretical and empirical analysis, MGC can effectively handle the above two problems. Besides, an efficient approximated model with a linear complexity is developed to extend MGC for large-scale graph learning. To demonstrate the effectiveness, scalability, and efficiency of our models, extensive experiments have been conducted on various benchmark datasets. In particular, our models achieve competitive performance with lower complexity, even on large graphs with more than 100M nodes. Our code is available at https://github.com/SmilesDZgk/MGC.

Self-interpreting neural networks have attracted significant attention from the research community. Along this line, extensive works inherently share the intuitive principle of linear contribution aggregation from diversified perspectives, while often: 1) lacking a solid theoretical foundation ensuring genuine interpretability and 2) compromising model expressiveness. In response, we propose a generic additive self-attribution (ASA) framework to encapsulate the characteristics of various works in this field and underscore the absence of the Shapley value attribution. To fill in this gap, we propose a novel Shapley additive self-attributing neural network (SASANet). SASANet models meaningful outputs for arbitrary-numbered observable features, naturally leading to an unapproximated value function for Shapely value. Designing an intermediate sequential schema based on marginal contributions (MCs) and internal distillation procedure, we theoretically prove that the intermediate self-attribution value converging to the output's Shapley values. Finally, we conduct extensive experiments on multiple public datasets. The experimental results clearly demonstrate SASANet, being highly interpretable, outperforms existing self-attributing models in performance and is comparable with commonly adopted closed-box models. In addition, compared with adopting post hoc interpretation methods, SASANet's self-attribution provides a more accurate and efficient interpretation for its own predictions. To the best of the authors' knowledge, this is the first self-interpreting neural network structure that achieves modelwise Shapley attribution. Our code is available at: https://anonymous.4open.science/r/SASANet-B343.

Continuously learning new skills is essential for talents to gain a competitive advantage in the labor market. Despite extensive efforts on relevance- or preference-based skill recommendations, little attention has been given to the practical effects of job skills in the market. To bridge this gap, we propose an explainable personalized skill learning recommendation system that considers the long-term learning benefits and costs. Specifically, we model skill learning utilities based on salary and learning cost associated with job positions and propose a multi-objective deep reinforcement learning framework to model and maximize long-term utilities. Furthermore, we propose a Self-explaining Skill Recommendation Deep Q-network (SeSRDQN) that captures and prototypes prevalent skill sets in the market into representative exemplars for decision-making. SeSRDQN quantitatively decomposes the talent’s long-term learning utility into contributions from each exemplar, offering a comprehensive and multi-factorial explanation across various skill learning options. To tackle the combinatorial complexity of the skill space, we develop an MCTS-based optimization-decoding iterative training procedure for explanation fidelity and human understandability. In this way, talents will receive a tailored roadmap of essential skills, complemented by exemplar-based explanations, to effectively plan their careers. Extensive experiments on a real-world dataset validate the effectiveness and explainability of our approach.

Code based adversarial attacks play a crucial role in revealing vulnerabilities of software system. Recently, pre-trained programming language models (PLMs) have demonstrated remarkable success in various significant software engineering tasks, progressively transforming the paradigm of software development. Despite their impressive capabilities, these powerful models are vulnerable to adversarial attacks. Therefore, it is necessary to carefully investigate the robustness and vulnerabilities of the PLMs by means of adversarial attacks. Adversarial attacks entail imperceptible input modifications that cause target models to make incorrect predictions. Existing approaches for attacking PLMs often employ either identifier renaming or the greedy algorithm, which may yield sub-optimal performance or lead to high inference times. In response to these limitations, we propose CARL, an unsupervised black-box attack model that leverages reinforcement learning to generate imperceptible adversarial examples. Specifically, CARL comprises a programming language encoder and a perturbation prediction layer. In order to achieve more effective and efficient attack, we cast the task as a sequence decision-making process, optimizing through policy gradient with a suite of reward functions. We conduct extensive experiments to validate the effectiveness of CARL on code summarization, code translation, and code refinement tasks, covering various programming languages and PLMs. The experimental results demonstrate that CARL surpasses state-of-the-art code attack models, achieving the highest attack success rate across multiple tasks and PLMs while maintaining high attack efficiency, imperceptibility, consistency, and fluency.

The rapidly changing landscape of technology and industries leads to dynamic skill requirements, making it crucial for employees and employers to anticipate such shifts to maintain a competitive edge in the labor market. Existing efforts in this area either relies on domain-expert knowledge or regarding the skill evolution as a simplified time series forecasting problem. However, both approaches overlook the sophisticated relationships among different skills and the inner-connection between skill demand and supply variations. In this paper, we propose a Cross-view Hierarchical Graph learning Hypernetwork (CHGH) framework for joint skill demand-supply prediction. Specifically, CHGH is an encoder-decoder network consisting of i) a cross-view graph encoder to capture the interconnection between skill demand and supply, ii) a hierarchical graph encoder to model the co-evolution of skills from a cluster-wise perspective, and iii) a conditional hyper-decoder to jointly predict demand and supply variations by incorporating historical demand-supply gaps. Extensive experiments on three real-world datasets demonstrate the superiority of the proposed framework compared to seven baselines and the effectiveness of the three modules.

Recommending suitable jobs to users is a critical task in online recruitment platforms. While existing job recommendation methods encounter challenges such as the low quality of users' resumes, which hampers their accuracy and practical effectiveness.With the rapid development of large language models (LLMs), utilizing the rich external knowledge encapsulated within them, as well as their powerful reasoning capabilities, is a promising way to complete users' resumes for more accurate recommendations. However, directly leveraging LLMs to enhance recommendation results is not a one-size-fits-all solution, as LLMs may suffer from fabricated generation and few-shot problems, which degrade the quality of resume completion. In this paper, we propose a novel LLM-based approach for job recommendation. To alleviate the limitation of fabricated generation for LLMs, we extract accurate and valuable information beyond users' self-description, which helps the LLMs better profile users for resume completion. Specifically, we not only extract users' explicit properties (e.g., skills, interests) from their self-description but also infer users' implicit characteristics from their behaviors for more accurate and meaningful resume completion. Nevertheless, some users still suffer from few-shot problems, which arise due to scarce interaction records, leading to limited guidance for high-quality resume generation. To address this issue, we propose aligning unpaired low-quality with high-quality generated resumes by Generative Adversarial Networks (GANs), which can refine the resume representations for better recommendation results. Extensive experiments on three large real-world recruitment datasets demonstrate the effectiveness of our proposed method.

Cognitive diagnosis is a crucial task in computer-aided education, aimed at evaluating students' proficiency levels across various knowledge concepts through exercises. Current models, however, primarily rely on students' answered exercises, neglecting the complex and rich information contained in un-interacted exercises. While recent research has attempted to leverage the data within un-interacted exercises linked to interacted knowledge concepts, aiming to address the long-tail issue, these studies fail to fully explore the informative, un-interacted exercises related to broader knowledge concepts. This oversight results in diminished performance when these models are applied to comprehensive datasets. In response to this gap, we present the Collaborative-aware Mixed Exercise Sampling (CMES) framework, which can effectively exploit the information present in un-interacted exercises linked to un-interacted knowledge concepts. Specifically, we introduce a novel universal sampling module where the training samples comprise not merely raw data slices, but enhanced samples generated by combining weight-enhanced attention mixture techniques. Given the necessity of real response labels in cognitive diagnosis, we also propose a ranking-based pseudo feedback module to regulate students' responses on generated exercises. The versatility of the CMES framework bolsters existing models and improves their adaptability. Finally, we demonstrate the effectiveness and interpretability of our framework through comprehensive experiments on real-world datasets.

Large Language Models (LLMs) have revolutionized natural language processing tasks, demonstrating their exceptional capabilities in various domains. However, their potential for graph semantic mining in job recommendations remains largely unexplored. This paper focuses on unveiling the capability of large language models in understanding behavior graphs and leveraging this understanding to enhance recommendations in online recruitment, including promoting out-of-distribution (OOD) applications. We present a novel framework that harnesses the rich contextual information and semantic representations provided by large language models to analyze behavior graphs and uncover underlying patterns and relationships. Specifically, we propose a meta-path prompt constructor that aids LLM recommender in grasping the semantics of behavior graphs for the first time and design a corresponding path augmentation module to alleviate the prompt bias introduced by path-based sequence input. By facilitating this capability, our framework enables personalized and accurate job recommendations for individual users. We evaluate the effectiveness of our approach on comprehensive real-world datasets and demonstrate its ability to improve the relevance and quality of recommended results. This research not only sheds light on the untapped potential of large language models but also provides valuable insights for developing advanced recommendation systems in the recruitment market. The findings contribute to the growing field of natural language processing and offer practical implications for enhancing job search experiences.

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.

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.

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.

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.

In the realm of education, both independent learning and group learning are esteemed as the most classic paradigms. The former allows learners to self-direct their studies, while the latter is typically characterized by teacher-directed scenarios. Recent studies in the field of intelligent education have leveraged deep temporal models to trace the learning process, capturing the dynamics of students' knowledge states, and have achieved remarkable performance. However, existing approaches have primarily focused on modeling the independent learning process, with the group learning paradigm receiving less attention. Moreover, the reciprocal effect between the two learning processes, especially their combined potential to foster holistic student development, remains inadequately explored. To this end, in this paper, we propose RIGL, a unified Reciprocal model to trace knowledge states at both the individual and group levels, drawing from the Independent and Group Learning processes. Specifically, we first introduce a time frame-aware reciprocal embedding module to concurrently model both student and group response interactions across various time frames. Subsequently, we employ reciprocal enhanced learning modeling to fully exploit the comprehensive and complementary information between the two behaviors. Furthermore, we design a relation-guided temporal attentive network, comprised of dynamic graph modeling coupled with a temporal self-attention mechanism. It is used to delve into the dynamic influence of individual and group interactions throughout the learning processes, which is crafted to explore the dynamic intricacies of both individual and group interactions during the learning sequences. Conclusively, we introduce a bias-aware contrastive learning module to bolster the stability of the model's training. Extensive experiments on four real-world educational datasets clearly demonstrate the effectiveness of the proposed RIGL model. Our codes are available at https://github.com/LabyrinthineLeo/RIGL.

In today's competitive and fast-evolving business environment, it is a critical time for organizations to rethink how to deal with talent and management-related tasks in a quantitative manner. Indeed, thanks to the era of big data, the availability of large-scale talent data provides unparalleled opportunities for business leaders to understand the rules of talent and management, which in turn deliver intelligence for effective decision-making and management for their organizations. In the past few years, talent and management computing have increasingly attracted attention from KDD communities, and a number of research/applied data science efforts have been devoted. To this end, the purpose of this workshop, i.e., the 5th International Workshop on Talent and Management Computing (TMC'2024), is to bring together researchers and practitioners to discuss both the critical problems faced by talent and management-related domains and potential data-driven solutions by leveraging state-of-the-art data mining technologies.

Many studies have revealed that large language models (LLMs) exhibit uneven awareness of different contextual positions. Their limited context awareness can lead to overlooking critical information and subsequent task failures. While several approaches have been proposed to enhance LLMs' context awareness, achieving both effectiveness and efficiency remains challenging. In this paper, for LLMs utilizing RoPE as position embeddings, we introduce a novel method called "Mixture of In-Context Experts" (MoICE) to address this challenge. MoICE comprises two key components: a router integrated into each attention head within LLMs and a lightweight router-only training optimization strategy:(1) MoICE views each RoPE angle as an 'in-context' expert, demonstrated to be capable of directing the attention of a head to specific contextual positions. Consequently, each attention head flexibly processes tokens using multiple RoPE angles dynamically selected by the router to attend to the needed positions. This approach mitigates the risk of overlooking essential contextual information. (2) The router-only training strategy entails freezing LLM parameters and exclusively updating routers for only a few steps. When applied to open-source LLMs including Llama and Mistral, MoICE surpasses prior methods across multiple tasks on long context understanding and generation, all while maintaining commendable inference efficiency.

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 millions of public job advertisements collected from online recruitment platforms, this dataset encompasses monthly recruitment demand.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.

Optimization over permutations is typically an NP-hard problem that arises extensively in ranking, matching, tracking, etc. Birkhoff polytope-based relaxation methods have made significant advancements, particularly in penalty-free optimization and probabilistic inference. Relaxation onto the orthogonal group offers unique potential advantages such as a lower representation dimension and preservation of inner products; however, equally effective approaches remain unexplored. To bridge the gap, we present a temperature-controlled differentiable transformation that maps unconstrained vector space to the orthogonal group, where the temperature, in the limit, concentrates orthogonal matrices near permutation matrices. This transformation naturally implements a parameterization for the relaxation of permutation matrices, allowing for gradient-based optimization of problems involving permutations. Additionally, by deriving a re-parameterized gradient estimator, this transformation also provides efficient stochastic optimization over the latent permutations. Extensive experiments involving the optimization over permutation matrices validate the effectiveness of the proposed method.

Reciprocal Recommender Systems (RRSs) which aim to satisfy the preferences of both service providers and seekers simultaneously has attracted significant research interest in recent years. Existing studies on RRSs mainly focus on modeling the bilateral interactions between the users on both sides to capture the user preferences. However, due to the presence of exposure bias, modeling user preferences solely based on bilateral interactions often lacks precision. Additionally, in RRSs, users may exhibit varying preferences when acting in different roles, and how to effectively model users from multiple perspectives remains a substantial problem. To solve the above challenges, in this paper, we propose a novel MultI-view Reciprocal Recommender system for Online Recruitment (MIRROR). Specifically, we first propose to model the users from three different views, respectively search, active, and passive views, and we further design several Transformer-based sequential models to capture the user representation corresponding to each view. Then, we propose to divide the bilateral matching process into three stages, respectively apply, reply, and match, and a multi-stage output layer is designed based on the above multi-view modeling results. To train our MIRROR model, we first design a multi-task learning loss based on the multi-stage output results. Moreover, to bridge the semantic gap between search queries and user behaviors, we additionally design a supplementary task for next-query prediction. Finally, we conduct both offline experiments on five real-world datasets and online A/B tests, and the experiment results clearly validate the effectiveness of our MIRROR model compared with several state-of-the-art baseline methods.

In recent years, the rise of online Knowledge Management Systems (KMSs) has significantly improved work efficiency in enterprises. Knowledge development prediction, as a critical application within these online platforms, enables organizations to proactively address knowledge gaps and align their learning initiatives with evolving job requirements. However, it still confronts challenges in exploring the influence of collaborative networks on knowledge development and adapting to ecological situations in working environment. To this end, in this paper, we propose a Collaboration-Aware Hybrid Learning approach (CAHL) for predicting the future knowledge acquisition of employees and quantifying the impact of various knowledge learning patterns. Specifically, to fully harness the inherent rules of knowledge development, we first learn the knowledge co-occurrence and prerequisite relationships with an association prompt attention mechanism to generate effective knowledge representations through a specially-designed Job Knowledge Embedding module. Then, we aggregate the features of mastering knowledge and work collaborators for employee representations in another Employee Embedding module. Moreover, we propose to model the process of employee knowledge development via a Hybrid Learning Simulation module that integrates both collaborative learning and self learning to predict future-acquired job knowledge of employees. Finally, extensive experiments conducted on a real-world dataset clearly validate the effectiveness of CAHL.

Recent advances in Large Language Models (LLMs) have been changing the paradigm of Recommender Systems (RS). However, when items in the recommendation scenarios contain rich textual information, such as product descriptions in online shopping or news headlines on social media, LLMs require longer texts to comprehensively depict the historical user behavior sequence. This poses significant challenges to LLM-based recommenders, such as over-length limitations, extensive time and space overheads, and suboptimal model performance. To this end, in this paper, we design a novel framework for harnessing Large Language Models for Text-Rich Sequential Recommendation (LLM-TRSR). Specifically, we first propose to segment the user historical behaviors and subsequently employ an LLM-based summarizer for summarizing these user behavior blocks. Particularly, drawing inspiration from the successful application of Convolutional Neural Networks (CNN) and Recurrent Neural Networks (RNN) models in user modeling, we introduce two unique summarization techniques in this paper, respectively hierarchical summarization and recurrent summarization. Then, we construct a prompt text encompassing the user preference summary, recent user interactions, and candidate item information into an LLM-based recommender, which is subsequently fine-tuned using Supervised Fine-Tuning (SFT) techniques to yield our final recommendation model. We also use Low-Rank Adaptation (LoRA) for Parameter-Efficient Fine-Tuning (PEFT). We conduct experiments on two public datasets, and the results clearly demonstrate the effectiveness of our approach.

Patent litigation is an expensive and time-consuming legal process. To reduce costs, companies can proactively manage patents using predictive analysis to identify potential plaintiffs, defendants, and patents that may lead to litigation. However, there has been limited progress in predicting patent litigation due to the scarcity of lawsuits, the complexities of intentions, and the diversity of litigation characteristics. To this end, in this paper, we summarize the major causes of patent litigation into multiple aspects: the complex relations among plaintiffs, defendants and patents as well as the diverse content information from them. Along this line, we propose a Multi-aspect Neural Tensor Factorization (MANTF) framework for patent litigation prediction. Firstly, a Pair-wise Tensor Factorization (PTF) module is designed to capture the complex relations among plaintiffs, defendants and patents inherent in a three-dimensional tensor, which will produce factorized latent vectors for companies and patents with pair-wise ranking estimators. Then, to better represent the patents and companies as an aid for PTF, we design a Patent Embedding Network (PEN) module and a Mask Company Embedding Network (MCEN) module to generate content-aware embedding for them, where PEN represents patents based on their meta, textual and graphical features, and MCEN represents companies by integrating their intrinsic features and competitions. Next, to integrate these three modules together, we leverage a Gaussian prior on the difference between factorized representations and content-aware embedding, and train MANTF in an end-to-end way. In the end, final predictions for patent litigation, i.e., the potentially litigated plaintiffs, defendants and patents, can be made with the well-trained model. We conduct extensive experiments on two real-world datasets, whose results prove that MANTF not only helps predict potential patent litigation but also shows robustness under various data sparse situations. Our codes and data are released athttps://github.com/USTCwuhan/MANTF-master.

Career mobility analysis aims at discovering the movement patterns of employees across different job positions or grades, which can benefit various human resource-related applications. Indeed, recent studies in this direction mainly focus on modeling individual career trajectories, while the macroguidance for labor market assessment has been largely ignored. To this end, in this article, we propose to study career mobility from a market-driven perspective based on large-scale online professional networks (OPNs). Specifically, we propose an uncertainty-aware graph autoencoders (UnGAEs) framework, which can simultaneously discover potential job title transition patterns and predict job durations. In this phase, we first construct a job title transition graph based on massive career trajectory data from OPNs. Then, considering the inherent uncertainty in career mobility, we introduce a novel uncertainty-aware graph encoder (UnGE) to represent job titles as Gaussian embeddings. Furthermore, we design two task-specific decoders that can preserve the asymmetric relationships between job titles, namely the gravity-inspired decoder (GID) and the energy-inspired decoder (EID), for predicting potential transition patterns and corresponding duration, respectively. In particular, both tasks are modeled through a specially designed multitask learning approach. Finally, extensive experiments on a real-world dataset clearly demonstrate the effectiveness of UnGAE compared with state-of-the-art baselines, as well as some potential applications such as job title benchmarking and career path planning.

The task of image captioning aims to generate captions directly from images via the automatically learned cross-modal generator. To build a well-performing generator, existing approaches usually need a large number of described images (i.e., supervised image-sentence pairs), requiring a huge effects on manual labeling. However, in real-world applications, a more general scenario is that we only have limited amount of described images and a large number of undescribed images. Therefore, a resulting challenge is how to effectively combine the undescribed images into the learning of cross-modal generator (i.e., semisupervised image captioning). To solve this problem, we propose a novel image captioning method by exploiting the cross-modal prediction and relation consistency (CPRC), which aims to utilize the raw image input to constrain the generated sentence in the semantic space. In detail, considering that the heterogeneous gap between modalities always leads to the supervision difficulty while using the global embedding directly, CPRC turns to transform both the raw image and corresponding generated sentence into the shared semantic space, and measure the generated sentence from two aspects: 1) prediction consistency: CPRC utilizes the prediction of raw image as soft label to distill useful supervision for the generated sentence, rather than employing the traditional pseudo labeling and 2) relation consistency: CPRC develops a novel relation consistency between augmented images and corresponding generated sentences to retain the important relational knowledge. In result, CPRC supervises the generated sentence from both the informativeness and representativeness perspectives, and can reasonably use the undescribed images to learn a more effective generator under the semisupervised scenario. The experiments show that our method outperforms state-of-the-art comparison methods on the MS-COCO "Karpathy" offline test split under complex nonparallel scenarios, for example, CPRC achieves at least 6% improvements on the CIDEr-D score.

It is always challenging task for students to select right universities. For students, graduate job placement is the most important component of university quality. However, existing university evaluation methods predominantly depend on either subjective criteria, such as the perceived quality of the learning environment and academic prestige, or on factors like faculty excellence, which may not provide a precise indication of graduate job placement. Indeed, there is still a lack of a data-driven approach to accurately measure university quality based on the employment situation of graduates. Moreover, the inherently unsupervised nature of university evaluation, compounded by the absence of a reasonable ground truth, necessitates the development of a reliable supervised methodology to precisely quantify university quality. Our basic assumption is that highly influential companies would attract graduates from high-ranking universities. To this end, in this paper, we formulate university evaluation problem into the graduate flow prediction problem, and propose an Influence based Graph Autoencoder (IGAE) method to learn the representation of universities based on the employment of their graduates. Specifically, we first build a talent transition graph based on the massive resume information. This graph reveals the flow of talent between institutions. Then, considering the asymmetric and heterogeneous properties of talent flow, an unidirectional aggregation process with a heterogeneous attention mechanism is designed to encode the nodes in the directed graph and preserve the influence terms at the same time. Afterwards, a novel dual self-attention module is exploited to capture the dynamic pattern of institutions to forecast future employment. Furthermore, we design an influence based decoder to predict the existence of talent flows and estimate the frequency of employment, which can be learnt in a joint learning framework. Finally, we conduct extensive experiments on a real-world dataset for performance evaluation. The experimental results clearly validate the effectiveness of our approach compared to the state-of-the-art baselines, and we provide a case study on university influence analysis.

Cognitive diagnosis has been widely recognized as a crucial task in the field of computational education, which is capable of learning the knowledge profiles of students and predicting their future exercise performance. Indeed, considerable research efforts have been made in this direction over the past decades. However, most of the existing studies only focus on individual-level diagnostic modeling, while the group-level cognitive diagnosis still lacks an in-depth exploration, which is more compatible with realistic collaborative learning environments. To this end, in this paper, we propose aRelation-guidedDual-sideGraphTransformer (RDGT) model for achieving effective group-level cognitive diagnosis. Specifically, we first construct the dual-side relation graphs (i.e., student-side and exercise-side) from the group-student-exercise heterogeneous interaction data for explicitly modeling associations between students and exercises, respectively. In particular, the edge weight between two nodes is defined based on the similarity of corresponding student-exercise interactions. Then, we introduce two relation-guided graph transformers to learn the representations of students and exercises by integrating the whole graph information, including both nodes and edge weights. Meanwhile, the inter-group information has been incorporated into the student-side relation graph to further enhance the representations of students. Along this line, we design a cognitive diagnosis module for learning the groups' proficiency in specific knowledge concepts, which includes an attention-based aggregation strategy to obtain the final group representation and a hybrid loss for optimizing the performance prediction of both group and student. Finally, extensive experiments on 5 real-world datasets clearly demonstrate the effectiveness of our model as well as some interesting findings (e.g., the representative groups and potential collaborations among students).

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.

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.

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.

Learning and development, or L&D, plays an important role in talent management, which aims to improve the knowledge and capabilities of employees through a variety of performance-oriented training activities. Recently, with the rapid development of enterprise management information systems, many research efforts and industrial practices have been devoted to building personalized employee training course recommender systems. Nevertheless, a widespread challenge is how to provide explainable recommendations with the consideration of different learning motivations from talents. To this end, we propose CKGE, a contextualized knowledge graph (KG) embedding approach for developing an explainable training course recommender system. A novel perspective of CKGE is to integrate both the contextualized neighbor semantics and high-order connections as motivation-aware information for learning effective representations of talents and courses. Specifically, in CKGE, for each entity pair (i.e., the talent-course pair), we first construct a meta-graph, including the neighbors of each entity and the meta-paths between entities as motivation-aware information. Then, we develop a novel KG-based Transformer, which can serialize entities and paths in the meta-graph as a sequential input, with the specially designed relational attention and structural encoding mechanisms to better model the global dependence of KG structured data. Meanwhile, the local path mask prediction can effectively reveal the importance of different paths. As a result, CKGE not only can make precise predictions but also can discriminate the saliencies of meta-paths in characterizing corresponding preferences. Extensive experiments on real-world and public datasets clearly validate the effectiveness and interpretability of CKGE compared with state-of-the-art baselines.

Career mobility analysis aims at understanding the occupational movement patterns of talents across distinct labor market entities, which enables a wide range of talent-centered applications, such as job recommendation, labor demand forecasting, and company competitive analysis. Existing studies in this field mainly focus on a single fixed scale, investigating either individual trajectories at the micro-level or crowd flows among market entities at the macro-level. Consequently, the intrinsic cross-scale interactions between talents and the labor market are largely overlooked. To bridge this gap, we propose UniTRep , a novel unified representation learning framework for cross-scale career mobility analysis. Specifically, we first introduce a trajectory hypergraph structure to organize the career mobility patterns in a low-information-loss manner, where market entities and talent trajectories are represented as nodes and hyperedges, respectively. Then, for learning the market-aware talent representations , we attentively propagate the node information to the hyperedges and incorporate the market contextual features into the process of individual trajectory modeling. For learning the trajectory-enhanced market representations , we aggregate the message from hyperedges associated with a specific node to integrate the fine-grained semantics of trajectories into labor market modeling. Moreover, we design two auxiliary tasks to optimize both intra-scale and cross-scale learning with a self-supervised strategy. Extensive experiments on a real-world dataset clearly validate that UniTRep can significantly outperform state-of-the-art baselines for various tasks.

Unsupervised domain adaptation aims to transfer rich knowledge from the annotated source domain to the unlabeled target domain with the same label space. One prevalent genre is the bi-discriminator domain adversarial network, which concurrently considers the decision boundaries of both domains during the domain alignment. While effective, methods within this genre still contend with accuracy agnosticism toward the target domain and overconfident estimation in the source domain. Consequently, these two limitations hinder the effectiveness of both decision boundaries. To address the aforementioned challenges, we propose a novel bi-discriminator domain adversarial neural network, denoted as BACG. Specifically, for accuracy awareness of the target domain, we initially devise an optimizable nearest neighbor algorithm for acquiring pseudo-labels of samples, followed by class-level gradient alignment between two domains. This approach explicitly incorporates the accuracy signal from the target domain. To alleviate overconfident estimation in the source domain, we adopt evidential learning theory and develop a multinomial Dirichlet hierarchical model to infer both the classification probability and uncertainty. This approach not only ensures optimal assumptions for the source domain but also guarantees high-quality domain alignment. Additionally, to lower the time overhead caused by pseudo-label assignment, we introduce a memory bank-based variant, namely, fast-BACG, which effectively accelerates the training process at the expense of a slight reduction in accuracy. Extensive experiments and thorough analysis on four benchmark data sets validate the effectiveness and robustness of our algorithm.

To solve the information explosion problem and enhance user experience in various online applications, recommender systems have been developed to model users’ preferences. Although numerous efforts have been made toward more personalized recommendations, recommender systems still suffer from several challenges, such as data sparsity and cold-start problems. In recent years, generating recommendations with the knowledge graph as side information has attracted considerable interest. Such an approach can not only alleviate the above mentioned issues for a more accurate recommendation, but also provide explanations for recommended items. In this paper, we conduct a systematical survey of knowledge graph-based recommender systems. We collect recently published papers in this field, and group them into three categories, i.e., embedding-based methods, connection-based methods, and propagation-based methods. Also, we further subdivide each category according to the characteristics of these approaches. Moreover, we investigate the proposed algorithms by focusing on how the papers utilize the knowledge graph for accurate and explainable recommendation. Finally, we propose several potential research directions in this field.

Urban villages (UVs) refer to the underdeveloped informal settlement falling behind the rapid urbanization in a city. Since there are high levels of social inequality and social risks in these UVs, it is critical for city managers to discover all UVs for making appropriate renovation policies. Existing approaches to detecting UVs are labor-intensive or have not fully addressed the unique challenges in UV detection such as the scarcity of labeled UVs and the diverse urban patterns in different regions. To this end, we first build an urban region graph (URG) to model the urban area in a hierarchically structured way. Then, we design a novel contextual master-slave framework to effectively detect the urban village from the URG. The core idea of such a framework is to firstly pre-train a basis (or master) model over the URG, and then to adaptively derive specific (or slave) models from the basis model for different regions. The proposed framework can learn to balance the generality and specificity for UV detection in an urban area. Finally, we conduct extensive experiments in three cities to demonstrate the effectiveness of our approach.

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.

Career mobility forecasting and recommendation are important topics in talent management research. While existing models have extensively covered short-term, single-period recommendations and long-term, unconstrained career path suggestions, the user preference-constrained career path optimization problem remains underexplored. This paper addresses the common scenario where individuals have approximate career plans and seek to optimize their career trajectories by incorporating specific user preferences. We develop an exploration space-aware stochastic searching algorithm that incorporates a deep learning-guided searching space determination module and a position transit prediction module. We mathematically demonstrate its strengths in exploring optimal path solutions with fixed components predefined by users. Finally, we empirically validate the superiority of our method using a comprehensive real-world dataset, comparing it against state-of-the-art approaches.

During the past few decades, cognitive diagnostics modeling has attracted increasing attention in computational education communities, which is capable of quantifying the learning status and knowledge mastery levels of students. Indeed, the recent advances in neural networks have greatly enhanced the performance of traditional cognitive diagnosis models through learning the deep representations of students and exercises. Nevertheless, existing approaches often suffer from the issue of overconfidence in predicting students’ mastery levels, which is primarily caused by the unavoidable noise and sparsity in realistic student-exercise interaction data, severely hindering the educational application of diagnostic feedback. To address this, in this paper, we propose a novel Reliable Cognitive Diagnosis (ReliCD) framework, which can quantify the confidence of the diagnosis feedback and is flexible for different cognitive diagnostic functions. Specifically, we first propose a Bayesian method to explicitly estimate the state uncertainty of different knowledge concepts for students, which enables the confidence quantification of diagnostic feedback. In particular, to account for potential differences, we suggest modeling individual prior distributions for the latent variables of different ability concepts using a pre-trained model. Additionally, we introduce a logical hypothesis for ranking confidence levels. Along this line, we design a novel calibration loss to optimize the confidence parameters by modeling the process of student performance prediction. Finally, extensive experiments on four real-world datasets clearly demonstrate the effectiveness of our ReliCD framework.

Recent years have witnessed the rapid development of machine-learning-based intelligent recruitment services. Along this line, a large number of emerging models have been proposed, achieving remarkable performance in various tasks, such as person-job fit, job classification and salary prediction. However, existing studies are usually domain/task specific, which significantly hinders the adaptation of models for different industries/tasks with limited training data. To this end, in this paper, we propose a novel skill-aware prompt-based pretraining framework, namely RecruitPro, which is capable of learning unified representations on the recruitment data and adapting for various downstream tasks of intelligent recruitment services. To be specific, we first present a contextualized embedding model that is pretrained on a large-scale recruitment dataset. Then, we construct 13 downstream benchmark tasks that are representative in the recruitment process. Along this line, we propose a skill-aware prompt learning module to enhance the adaptability of the pretrained model on downstream tasks. This module includes a skill-related prompt, which is designed to explore key semantic information (i.e., skills) from recruitment text, and a task-related prompt, which is designed to bridge the gap between the pretrained model and different downstream tasks. Moreover, we propose a strategy for extracting potential skills to further improve the performance of our skill-aware prompt learning module. Finally, extensive experiments have clearly demonstrated the effectiveness of RecruitPro. In addition, a case study has been presented to discuss the privacy preserving issue of our RecruitPro.

With the rapid development of online recruitment platforms, a variety of emerging recommendation services have been witnessed for benefiting both job seekers and recruiters. While many researchers have studied the problem of reciprocal recommendation in two- sided markets (e.g., marriage market and real estate market), there is still a lack of in-depth understanding of the bilateral occupational preferences of different participants in the online recruitment market. To this end, in this paper, we propose a Bilateral Occupational-Suitability-aware recommender System (BOSS) for online recruitment, in consideration of the reciprocal, bilateral, and sequential properties of realistic recruitment scenarios simultaneously. To be specific, in BOSS, we first propose a multi-group-based mixture-of-experts (MoE) module to independently learn the preference representations of job seekers and recruiters. Then, with a specially-designed multi-task learning module, BOSS can progressively model the action sequence of recruitment process through a bilateral probabilistic manner. As a result, the reciprocal recommendations can be efficiently implemented by leveraging the product of different action probabilities of job seekers and recruiters. Finally, we have conducted extensive experiments on 5 real-world large-scale datasets as well as the online environment. Both online A/B test and offline experimental results clearly validate that our recommender system BOSS can outperform other state-of-the-art baselines with a significant margin.

In today's competitive and fast-evolving business environment, it is a critical time for organizations to rethink how to deal with the talent and management related tasks in a quantitative manner. Indeed, thanks to the era of big data, the availability of large-scale talent data provides unparalleled opportunities for business leaders to understand the rules of talent and management, which in turn deliver intelligence for effective decision making and management for their organizations. In the past few years, talent and management computing have increasingly attracted attentions from KDD communities, and a number of research/applied data science efforts have been devoted. To this end, the purpose of this workshop, i.e., the 4th International Workshop on Talent and Management Computing (TMC'2023), is to bring together researchers and practitioners to discuss both the critical problems faced by talent and management related domains, and potential data-driven solutions by leveraging state-of-the-art data mining technologies.

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/.

With the rapid development of enterprise Learning Management Systems (LMS), more and more companies are trying to build enterprise training and course learning platforms for promoting the career development of employees. Indeed, through course learning, many employees have the opportunity to improve their knowledge and skills. For these systems, a major issue is how to recommend learning plans, i.e., a set of courses arranged in the order they should be learned, that can help employees improve their work performance. Existing studies mainly focus on recommending courses that users are most likely to click on by capturing their learning preferences. However, the learning preference of employees may not be the right fit for their career development, and thus it may not necessarily mean their work performance can be improved accordingly. Furthermore, how to capture the mutual correlation and sequential effects between courses, and ensure the rationality of the generated results, is also a major challenge. To this end, in this paper, we propose the Generative Learning plAn recommenDation (GLAD) framework, which can generate personalized learning plans for employees to help them improve their work performance. Specifically, we first design a performance predictor and a rationality discriminator, which have the same transformer-based model architecture, but with totally different parameters and functionalities. In particular, the performance predictor is trained for predicting the work performance of employees based on their work profiles and historical learning records, while the rationality discriminator aims to evaluate the rationality of the generated results. Then, we design a learning plan generator based on the gated transformer and the cross-attention mechanism for learning plan generation. We calculate the weighted sum of the output from the performance predictor and the rationality discriminator as the reward, and we use Self-Critical Sequence Training (SCST) based policy gradient methods to train the generator following the Generative Adversarial Network (GAN) paradigm. Finally, extensive experiments on real-world data clearly validate the effectiveness of our GLAD framework compared with state-of-the-art baseline methods and reveal some interesting findings for talent management.

Recent years have witnessed the rapid development of heterogeneous graph neural networks (HGNNs) in information retrieval (IR) applications. Many existing HGNNs design a variety of tailor-made graph convolutions to capture structural and semantic information in heterogeneous graphs. However, existing HGNNs usually represent each node as a single vector in the multi-layer graph convolution calculation, which makes the high-level graph convolution layer fail to distinguish information from different relations and different orders, resulting in the information loss in the message passing. Then we propose a novel heterogeneous graph neural network with sequential node representation, namely Seq-HGNN. To avoid the information loss caused by the single vector node representation, we first design a sequential node representation learning mechanism to represent each node as a sequence of meta-path representations during the node message passing. Then we propose a heterogeneous representation fusion module, empowering Seq-HGNN to identify important meta-paths and aggregate their representations into a compact one. We conduct extensive experiments on four widely used datasets from Heterogeneous Graph Benchmark (HGB) and Open Graph Benchmark (OGB). Experimental results show that our proposed method outperforms state-of-the-art baselines in both accuracy and efficiency. The source code is available at https://github.com/nobrowning/SEQ_HGNN.

Imbalanced classification is widely referred in many real-world applications and has been extensively studied. Most existing algorithms consider alleviating the imbalance by sampling or guiding ensemble learners with punishments. The combination of ensemble learning and sampling strategy at class level has achieved great progress. Actually, specific hard examples have little benefit for model learning and even degrade the performance. From the view of identifying classification difficulty of samples, one important motivation is to design algorithms to finely equip different samples with progressive learning. Unfortunately, how to perfectly configure the sampling and learning strategies under ensemble principles at the sample level remains a research gap. In this paper, we propose a new view from the sample level rather than class level in existing studies. We design an ensemble approach in pipe with sample-level gradient resampling, that is, balanced cascade with filters (BCWF). Before that, as a preliminary exploration, we first design a hard examples mining algorithm to explore the gradient distribution of classification difficulty of samples and identify the hard examples. Specifically, BCWF uses an under-sampling strategy and a boosting manner to train T predictive classifiers and reidentify hard examples. In BCWF, moreover, we design two types of filters: the first is assembled with a hard filter (BCWF_h), whereas the second is assembled with a soft filter (BCWF_s). In each round of boosting, BCWF_h strictly removes a gradient/set of the hardest examples from both classes, whereas BCWF_s removes a larger number of harder and easy examples simultaneously for final balanced-class retention. Consequently, the well-trained T predictive classifiers can be used with two ensemble voting strategies: average probability and majority vote. To evaluate the proposed approach, we conduct intensive experiments on 10 benchmark data sets and apply our algorithms to perform default user detection on a real-world peer to peer lending data set. The experimental results fully demonstrate the effectiveness and the managerial implications of our approach when compared with 11 competitive algorithms. History: Accepted by Ram Ramesh, Area Editor for Data Science & Machine Learning. Funding: This work was supported by the National Natural Science Foundation of China [Grants 72101176, 71722005, and 72241432], the National Key R&D program of China [Grant 2020YFA0908600] and the Natural Science Foundation of Tianjin City [Grant 18JCJQJC45900]. Supplemental Material: The software that supports the findings of this study is available within the paper and its Supplemental Information ( https://pubsonline.informs.org/doi/suppl/10.1287/ijoc.2023.1274 ) as well as from the IJOC GitHub software repository ( https://github.com/INFORMSJoC/2021.0104 ) at ( http://dx.doi.org/10.5281/zenodo.6360996 ).

Urban vibrancy describes the prosperity, diversity, and accessibility of urban areas, which is vital to a city’s socio-economic development and sustainability. While many efforts have been made for statically measuring and evaluating urban vibrancy, there are few studies on the evolutionary process of urban vibrancy, yet we know little about the relationship between urban vibrancy evolution and sophisticated spatiotemporal dynamics. In this article, we make use of multi-sourced urban data to develop a data-driven framework, U-Evolve , to investigate urban vibrancy evolution. Specifically, we first exploit the spatiotemporal characteristics of urban areas to create multi-view time-dependent graphs. Then, we analyze the contextual features and graph patterns of multi-view time-dependent graphs in terms of informing future urban vibrancy variations. Our analysis validates the informativeness of multi-view time-dependent graphs for characterizing and informing future urban vibrancy evolution. After that, we construct a feature based model to forecast future urban vibrancy evolution and quantify each feature’s importance. Moreover, to further enhance the forecasting effectiveness, we propose a graph learning based model to capture spatiotemporal autocorrelation of urban areas based on multi-view time-dependent graphs in an end-to-end manner. Finally, extensive experiments on two metropolises, Beijing and Shanghai, demonstrate the effectiveness of our forecasting models. The U-Evolve framework has also been deployed in the production environment to deliver real-world urban development and planning insights for various cities in China.

Accurate and timely air quality and weather predictions are of great importance to urban governance and human livelihood. Though many efforts have been made for air quality or weather prediction, most of them simply employ one another as feature input, which ignores the inner-connection between two predictive tasks. On one hand, the accurate prediction of one task can help improve another task's performance. On the other hand, geospatially distributed air quality and weather monitoring stations provide additional hints for city-wide spatiotemporal dependency modeling. Inspired by the above two insights, in this paper, we propose a multi-view multi-adversarial approach, entitled MasterGNN$^{+}$, to jointly predict air quality and weather conditions. First, we devise a multi-view graph learning block to model spatial autocorrelation based on geographical distance and environmental context. Then, a dedicated evolved recurrent network is proposed to dynamically capture the long-range and independent temporal autocorrelation for each monitoring station and time slot. After that, we develop a multi-adversarial graph learning framework to against observation noise propagation introduced by spatiotemporal modeling. Moreover, we present an adaptive training strategy by formulating multi-adversarial learning as a multi-task learning problem. Finally, extensive experiments on two real-world datasets show that MasterGNN$^{+}$achieves the best performance compared with seven baselines on both air quality and weather prediction tasks.

A job description shows the responsibilities of the job position and the skill requirements for the job. An effective job description will help employers to identify the right talents for the job, and give a clear understanding to candidates of what their duties and qualifications for a particular position would be. In this paper, we investigate how to automate the process to generate job descriptions with less human intervention. We propose an end-to-end capability-aware neural job description generation framework, namely Cajon, to facilitate the writing of job description. Specifically, we first propose a novel capability-aware neural topic model to distill the various capability information from the larger-scale recruitment data. Also, an encoder-decoder recurrent neural network is designed for enabling the job description generation. In particular, the capability-aware attention and copy mechanisms are proposed to guide the generation process to ensure the generated job descriptions can comprehensively cover relevant and representative capability requirements for the job. Moreover, we propose a capability-aware policy gradient training algorithm to further enhance the rationality of the generated job description. Finally, extensive experiments on real-world recruitment data clearly show our Cajon framework can help to generate more effective job descriptions in an interpretable way

Person-Organization fit (P-O fit) refers to the compatibility between employees and their organizations. The study of P-O fit is important for enhancing proactive talent management. While considerable efforts have been made in this direction, it still lacks a quantitative and holistic way for measuring P-O fit and its impact on talent management. To this end, in this paper, we propose a novel data-driven neural network approach for dynamically modeling the compatibility in P-O fit and its meaningful relationships with two critical issues in talent management, namely talent turnover and job performance. Specifically, inspired by the practical management scenarios, we creatively propose a novel neural-network-based P-O fit model. We first designed three kinds of organization-aware compatibility features extraction layers for measuring P-O fit. Then, to capture the dynamic nature of P-O fit and its consequent impact, we further exploit an adapted Recurrent Neural Network with attention mechanism to model the temporal information of P-O fit. Finally, we compare our approach with a number of state-of-the-art baseline methods on real-world talent data. Experimental results clearly demonstrate the effectiveness in terms of turnover and job performance prediction. Moreover, we show some interesting indicators of talent management through the visualizing some network layers.

Class-Incremental Learning (CIL) aims to train a reliable model with the streaming data, which emerges unknown classes sequentially. Different from traditional closed set learning, CIL has two main challenges: (1) Novel class detection. The initial training data only contains incomplete classes, and streaming test data will accept unknown classes. Therefore, the model needs to not only accurately classify known classes, but also effectively detect unknown classes; (2) Model expansion. After the novel classes are detected, the model needs to be updated without re-training using the entire previous data. However, traditional CIL methods have not fully considered these two challenges. To this end, we propose a Class-Incremental Learning without Forgetting (CILF) framework. In detail, CILF designs to regularize classification with decoupled prototype based loss, which can improve the intra-class and inter-class structure significantly, and acquire a compact embedding representation for novel class detection in result. Then, CILF employs a learnable curriculum clustering operator to estimate the number of semantic clusters via fine-tuning the learned network, in which curriculum operator can adaptively learn the embedding in self-taught form. Last, with the labeled streaming test data, CILF can update the network with robust regularization to mitigate the catastrophic forgetting.

Corporate relative valuation (CRV) refers to the process of comparing a company's value from company products, core staff and other related information, so that we can assess the company's market value, which is critical for venture capital firms. Traditionally, relative valuation methods heavily rely on tedious and expensive human efforts, especially for non-publicly listed companies. However, the availability of information about company's invisible assets, such as patents, talent, and investors, enables a new paradigm for learning and evaluating corporate relative values automatically. Indeed, in this paper, we reveal that, if the companies and their core members are formed as a heterogeneous graph and the attributes of different nodes include semantically-rich multi-modal data, it is able to extract a latent embedding for each company. Along this line, we develop an end-to-end heterogeneous multi-modal graph neural network method, named HM$^2$. Specifically, HM$^2$firstly perform the representation learning for heterogeneous neighbors of input company by taking relationships among nodes into consideration, which aggregates node attributes via linkage-aware multi-head attention mechanism, rather than multi-instance based methods. Then, HM$^2$adopts the self-attention network to aggregate different modal embeddings for final prediction, and employs dynamic triplet loss with embeddings of competitors as the constraint.

Every organization has organizational networks for exchange of ideas and information. It is believed that organizational network analysis (ONA) can help the business be more effective. While considerable research efforts have been made for visualizing and analyzing relationships in organizational networks, it lacks a holistic way to model the complex social structures and rich semantic information of these networks. Indeed, employee behaviors can occur across different communication platforms, such as email and instant messaging systems, which naturally lead to the multiplex structure of organizational social networks. Meanwhile, it is also a challenge to model the impact of semantic information, such as employee attributes and organization charts, and the collaboration relationships of employees. To this end, in this paper, we propose a Multiplex Attentive Network Embedding (MANE) approach for modeling organizational social networks in a holistic way. Specifically, we first develop a multiple attributed random walk approach to jointly model multiple networks, with the integration of external work information. Then, we preserve the network structure by maximizing the probability of predicting the central node based on the surrounding context nodes. In particular, we introduce an attention mechanism to assign a weight to each context node in the training process, according to its attributed relation and structural relation with the central node by utilizing the k-core algorithm and the shortest path algorithm. In this way, the embedding results can be kept consistent with their structural relationships. Furthermore, to solve some department-level tasks, we introduce an attentive relational transition method to learn the representation of departments in the organizational networks. Finally, we evaluate the performance of MANE with extensive experiments on real-world data for three important talent management tasks, namely employee performance prediction, employee turnover prediction and department performance prediction. We also conduct a link prediction task to validate the effectiveness of employee embedding. Experimental results clearly show the effectiveness and interpretability of MANE for organizational network analysis.

Nowadays, Knowledge graphs (KGs) have been playing a pivotal role in AI-related applications. Despite the large sizes, existing KGs are far from complete and comprehensive. In order to continuously enrich KGs, automatic knowledge construction and update mechanisms are usually utilized, which inevitably bring in plenty of noise. However, most existing knowledge graph embedding (KGE) methods assume that all the triple facts in KGs are correct, and project both entities and relations into a low-dimensional space without considering noise and knowledge conflicts. This will lead to low-quality and unreliable representations of KGs. To this end, in this paper, we propose a general multi-task reinforcement learning framework, which can greatly alleviate the noisy data problem. In our framework, we exploit reinforcement learning for choosing high-quality knowledge triples while filtering out the noisy ones. Also, in order to take full advantage of the correlations among semantically similar relations, the triple selection processes of similar relations are trained in a collective way with multi-task learning. Moreover, we extend popular KGE models TransE, DistMult, ConvE and RotatE with the proposed framework. Finally, the experimental validation shows that our approach is able to enhance existing KGE models and can provide more robust representations of KGs in noisy scenarios.

In recent decades, innovation and entrepreneurship have become buzz words. In reality, traditional research with empirical results is not practical for analyzing these newly launched projects of small and micro enterprises before production and sale. Actually, the future market prospect is an important criterion for evaluating entrepreneurial projects. However, this direction has not been well explored due to the limitations of scenarios and technical challenges especially for these small and micro enterprises. In this paper, we construct an interesting study of exploiting the market prospect from the sales markets (i.e., E-commerce) to help evaluate newly-posted campaigns in crowdfunding. Specifically, we propose a novel Market-oriented Prospect Analysis with Transferring Attention (MoPa-A) model which contains two learning modules, i.e., HostTask Learning and GuestTask Learning connected and enhanced by transferring attention. The former is designed for funding performance modeling with heterogeneous features of crowdfunding campaigns, and the latter is to represent and transfer the latent semantics of market prospect for target campaigns from campaigns comments with the help of relevant products in sales market. The model design of MoPa-A brings some new insights on flexible knowledge transfer for different or cross domains.

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.

Feature selection and instance selection are two important techniques of data processing. However, such selections have mostly been studied separately, while existing work towards the joint selection conducts feature/instance selection coarsely; thus neglecting the latent fine-grained interaction between feature space and instance space. To address this challenge, we propose a reinforcement learning solution to accomplish the joint selection task and simultaneously capture the interaction between the selection of each feature and each instance. In particular, a sequential-scanning mechanism is designed as action strategy of agents and a collaborative-changing environment is used to enhance agent collaboration. In addition, an interactive paradigm introduces prior selection knowledge to help agents for more efficient exploration. Finally, extensive experiments on real-world datasets have demonstrated improved performances.

As an emerging technology of computer-aided education, cognitive modeling aims at discovering the knowledge proficiency or learning ability of students, which can enable a wide range of intelligent educational applications. While considerable efforts have been made in this direction, a long-standing research challenge is how to naturally integrate the forgetting mechanism into the learning process of knowledge concepts. To this end, in this paper, we propose a novel Continuous Time based Neural Cognitive Modeling(CT-NCM) approach to integrate the dynamism and continuity of knowledge forgetting into students' learning process modeling in a realistic manner. To be specific, we first adapt the neural Hawkes process with a specially-designed learning event encoding method to model the relationship between knowledge learning and forgetting with continuous time. Then, we propose a learning function with extendable settings to jointly model the change of different knowledge states and their interactions with the exercises at each moment. In this way, CT-NCM can simultaneously predict the future knowledge state and exercise performance of students. Finally, we conduct extensive experiments on five real-world datasets with various benchmark methods. The experimental results clearly validate the effectiveness of CT-NCM and show its interpretability in terms of knowledge learning visualization.

Talent demand and supply forecasting aims to model the variation of the labor market, which is crucial to companies for recruitment strategy adjustment and to job seekers for proactive career path planning. However, existing approaches either focus on talent demand or supply forecasting, but overlook the interconnection between demand-supply sequences among different companies and positions. To this end, in this paper, we propose a Dynamic Heterogeneous Graph Enhanced Meta-learning (DH-GEM) framework for fine-grained talent demand-supply joint prediction. Specifically, we first propose a Demand-Supply Joint Encoder-Decoder (DSJED) and a Dynamic Company-Position Heterogeneous Graph Convolutional Network (DyCP-HGCN) to respectively capture the intrinsic correlation between demand and supply sequences and company-position pairs. Moreover, a Loss-Driven Sampling based Meta-learner (LDSM) is proposed to optimize long-tail forecasting tasks with a few training data. Extensive experiments have been conducted on three real-world datasets to demonstrate the effectiveness of our approach compared with five baselines. DH-GEM has been deployed as a core component of the intelligent human resource system of a cooperative partner.

In talent management, resume assessment aims to analyze the quality of a job seeker's resume, which can assist recruiters to discover suitable candidates and benefit job seekers improving resume quality in return. Recent machine learning based methods on large-scale public resume datasets have provided the opportunity for automatic assessment for reducing manual costs. However, most existing approaches are still content-dominated and ignore other valuable information. Inspired by practical resume evaluations that consider both the content and layout, we construct the multi-modalities from resumes but face a new challenge that sometimes the performance of multi-modal fusion is even worse than the best uni-modality. In this paper, we experimentally find that this phenomenon is due to the cross-modal divergence. Therefore, we need to consider when is it appropriate to perform multi-modal fusion? To address this problem, we design an instance-aware fusion method, i.e., Divergence-Orientated Multi-Modal Fusion Network (DOMFN), which can adaptively fuse the uni-modal predictions and multi-modal prediction based on cross-modal divergence. Specifically, DOMFN computes a functional penalty score to measure the divergence of cross-modal predictions. Then, the learned divergence can be used to decide whether to conduct multi-modal fusion and be adopted into an amended loss for reliable training. Consequently, DOMFN rejects multi-modal prediction when the cross-modal divergence is too large, avoiding the overall performance degradation, so as to achieve better performance than uni-modalities. In experiments, qualitative comparison with baselines on real-world dataset demonstrates the superiority and explainability of the proposed DOMFN, e.g., we find a meaningful phenomenon that multi-modal fusion has positive effects for assessing resumes from UI Designer and Enterprise Service positions, whereas affects the assessment of Technology and Product Operation positions.

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.

MOTIVATION: Biomedical Named Entity Recognition (BioNER) aims to identify biomedical domain-specific entities (e.g. gene, chemical and disease) from unstructured texts. Despite deep learning-based methods for BioNER achieving satisfactory results, there is still much room for improvement. Firstly, most existing methods use independent sentences as training units and ignore inter-sentence context, which usually leads to the labeling inconsistency problem. Secondly, previous document-level BioNER works have approved that the inter-sentence information is essential, but what information should be regarded as context remains ambiguous. Moreover, there are still few pre-training-based BioNER models that have introduced inter-sentence information. Hence, we propose a cache-based inter-sentence model called BioNER-Cache to alleviate the aforementioned problems. RESULTS: We propose a simple but effective dynamic caching module to capture inter-sentence information for BioNER. Specifically, the cache stores recent hidden representations constrained by predefined caching rules. And the model uses a query-and-read mechanism to retrieve similar historical records from the cache as the local context. Then, an attention-based gated network is adopted to generate context-related features with BioBERT. To dynamically update the cache, we design a scoring function and implement a multi-task approach to jointly train our model. We build a comprehensive benchmark on four biomedical datasets to evaluate the model performance fairly. Finally, extensive experiments clearly validate the superiority of our proposed BioNER-Cache compared with various state-of-the-art intra-sentence and inter-sentence baselines. AVAILABILITYAND IMPLEMENTATION: Code will be available at https://github.com/zgzjdx/BioNER-Cache. SUPPLEMENTARY INFORMATION: Supplementary data are available at Bioinformatics online.

As a key decision-making process in compensation and benefits (C&B) in human resource management, job salary benchmarking (JSB) plays an indispensable role in attracting, motivating, and retaining talent. Whereas the existing research mainly focuses on revealing the essential impacts of personal and organizational characteristics and economic factors on labor costs (e.g., C&B), few studies target optimizing JSB from a practical, data-driven perspective. Traditional approaches suffer from issues that result from using small and sparse data as well as from the limitations of linear statistical models in practice. Furthermore, there are also important technical issues that need to be addressed in the small number of machine learning–based JSB approaches, such as “cold start” issues when considering a brand-new type of company or job or model interpretability issues. To this end, we propose to address the JSB problem with data-driven techniques from a fine-grained perspective by modeling large-scale, real-world online recruitment data. Specifically, we develop a nonparametric Dirichlet process–based latent factor model (NDP-JSB) to jointly model the latent representations of both company and job position and then apply the model to predict salaries based on company and position information. Our model strengthens the usage of data-driven approaches in JSB optimization by addressing the aforementioned issues in existing models. For evaluation, extensive experiments are conducted on two large-scale, real-world data sets. Our results validate the effectiveness of the NDP-JSB and demonstrate its strength in providing interpretable salary benchmarking to benefit complex decision-making processes in talent management. Summary of Contribution: This paper bridges the cutting-edge machine learning techniques to their implementation in a practical operation research problem in human resources. We focus on optimizing the salary-matching work to help the companies to seek reasonable salaries for their positions by proposing a data-driven approach to capture hidden patterns from user and company profiles. The contributions of this work reside in both operation research and computing. We (1) formulate the JSB optimization problem and (2) solve it by developing a data-driven method along with an effective algorithm optimization. Moreover, the proposed methodology has strengths in addressing the issues of data sparseness and result interpretability.

Recent years have witnessed the rapid development of car-hailing services, which provide a convenient approach for connecting passengers and local drivers using their personal vehicles. At the same time, the concern on passenger safety has gradually emerged and attracted more and more attention. While car-hailing service providers have made considerable efforts on developing real-time trajectory tracking systems and alarm mechanisms, most of them only focus on providing rescue-supporting information rather than preventing potential crimes. Recently, the newly available large-scale car-hailing order data have provided an unparalleled chance for researchers to explore the risky travel area and behavior of car-hailing services, which can be used for building an intelligent crime early warning system. To this end, in this article, we propose a Risky Area and Risky Behavior Evaluation System (RARBEs) based on the real-world car-hailing order data. In RARBEs, we first mine massive multi-source urban data and train an effective area risk prediction model, which estimates area risk at the urban block level. Then, we propose a transverse and longitudinal double detection method, which estimates behavior risk based on two aspects, including fraud trajectory recognition and fraud patterns mining. In particular, we creatively propose a bipartite graph-based algorithm to model the implicit relationship between areas and behaviors, which collaboratively adjusts area risk and behavior risk estimation based on random walk regularization. Finally, extensive experiments on multi-source real-world urban data clearly validate the effectiveness and efficiency of our system.

Data science competitions are becoming increasingly popular for enterprises collecting advanced innovative solutions and allowing contestants to sharpen their data science skills. Most existing studies about data science competitions have a focus on improving task-specific data science techniques, such as algorithm design and parameter tuning. However, little effort has been made to understand the data science competition itself. To this end, in this article, we shed light on the team’s competition performance, and investigate the team’s evolving performance in the crowd-sourcing competitive innovation context. Specifically, we first acquire and construct multi-sourced datasets of various data science competitions, including the KDD Cup 2019 machine learning competition and beyond. Then, we conduct an empirical analysis to identify and quantify a rich set of features that are significantly correlated with teams’ future performances. By leveraging team’s rank as a proxy, we observe “the stronger, the stronger” rule; that is, top-ranked teams tend to keep their advantages and dominate weaker teams for the rest of the competition. Our results also confirm that teams with diversified backgrounds tend to achieve better performances. After that, we formulate the team’s future rank prediction problem and propose the Multi-Task Representation Learning (MTRL) framework to model both static features and dynamic features. Extensive experimental results on four real-world data science competitions demonstrate the team’s future performance can be well predicted by using MTRL. Finally, we envision our study will not only help competition organizers to understand the competition in a better way, but also provide strategic implications to contestants, such as guiding the team formation and designing the submission strategy.

To solve the information explosion problem and enhance user experience in various online applications, recommender systems have been developed to model users’ preferences. Although numerous efforts have been made toward more personalized recommendations, recommender systems still suffer from several challenges, such as data sparsity and cold-start problems. In recent years, generating recommendations with the knowledge graph as side information has attracted considerable interest. Such an approach can not only alleviate the above mentioned issues for a more accurate recommendation, but also provide explanations for recommended items. In this paper, we conduct a systematical survey of knowledge graph-based recommender systems. We collect recently published papers in this field, and group them into three categories, i.e., embedding-based methods, connection-based methods, and propagation-based methods. Also, we further subdivide each category according to the characteristics of these approaches. Moreover, we investigate the proposed algorithms by focusing on how the papers utilize the knowledge graph for accurate and explainable recommendation. Finally, we propose several potential research directions in this field.

Understanding human mobility patterns at the point-of-interest (POI) scale plays an important role in enhancing business intelligence in mobile environments. While large efforts have been made in this direction, most studies simply utilize POI check-ins to mine the concerned mobility patterns, the effectiveness of which is usually hindered due to data sparsity. To obtain better POI-based human mobility for mining, in this paper, we strive to directly annotate the POIs associated with raw user-generated mobility records. We propose a neural context fusion approach which integrates various context factors in people's POI-visiting behaviors. Our approach evaluates the preference and transition factors via representation learning. Notably, we incorporate an attention mechanism to deal with the randomized transitions in raw mobility. The domain knowledge factors, i.e., distance, time and popularity, remain effective and our approach further includes them from a data-driven perspective. Factors are automatically fused with a feed-forward neural network. Furthermore, we exploit a multi-head architecture to enhance the model expressiveness. Using two real-life data sets, we conduct our experimental study and find that our approach consistently outperforms the state-of-the-art baselines by at least 32 percent in accuracy. Besides, we demonstrate the utility of the obtained POI-based human mobility with a POI recommendation example.

The job interview is considered as one of the most essential tasks in talent recruitment, which forms a bridge between candidates and employers in fitting the right person for the right job. While substantial efforts have been made on improving the job interview process, it is inevitable to have biased or inconsistent interview assessment due to the subjective nature of the traditional interview process. To this end, in this article, we propose three novel approaches to intelligent job interview by learning the large-scale real-world interview data. Specifically, we first develop a preliminary model, named Joint Learning Model on Interview Assessment (JLMIA), to mine the relationship among job description, candidate resume, and interview assessment. Then, we further design an enhanced model, named Neural-JLMIA, to improve the representative capability by applying neural variance inference. Last, we propose to refine JLMIA with Refined-JLMIA (R-JLMIA) by modeling individual characteristics for each collection, i.e., disentangling the core competences from resume and capturing the evolution of the semantic topics over different interview rounds. As a result, our approaches can effectively learn the representative perspectives of different job interview processes from the successful job interview records in history. In addition, we exploit our approaches for two real-world applications, i.e., person-job fit and skill recommendation for interview assessment. Extensive experiments conducted on real-world data clearly validate the effectiveness of our models, which can lead to substantially less bias in job interviews and provide an interpretable understanding of job interview assessment.

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.

Accurate and timely air quality and weather predictions are of great importance to urban governance and human livelihood. Though many efforts have been made for air quality or weather prediction, most of them simply employ one another as feature input, which ignores the inner-connection between two predictive tasks. On the one hand, the accurate prediction of one task can help improve another task's performance. On the other hand, geospatially distributed air quality and weather monitoring stations provide additional hints for city-wide spatiotemporal dependency modeling. Inspired by the above two insights, in this paper, we propose the Multi-adversarial spatiotemporal recurrent Graph Neural Networks (MasterGNN) for joint air quality and weather prediction. Specifically, we first propose a heterogeneous recurrent graph neural network to model the spatiotemporal autocorrelation among air quality and weather monitoring stations. Then, we develop a multi-adversarial graph learning framework to against observation noise propagation introduced by spatiotemporal modeling. Moreover, we introduce an adaptive training strategy by formulating multi-adversarial learning as a multi-task learning problem. Finally, extensive experiments on two real-world datasets show that MasterGNN achieves the best performance compared with seven baselines on both air quality and weather prediction tasks.

As a fundamental task of document content analysis, keyphrase extraction (KE) aims at predicting a set of lexical units that conveys the core information of the document. In this paper, we study the problem of KE in the talent recruitment. This problem is critical for the development of a variety of intelligent recruitment services, such as person-job fit, market trend analysis and course recommendation. However, unlike traditional textual data, the texts from the recruitment domain, such as resume and job postings, often have unique characteristics of abbreviation and succinctness, resulting in massive keyphrases consisting of inconsecutive words that are hard to be fully captured by existing KE methods. To this end, we propose an interactive neural network approach, INKE, for facilitating KE in the talent recruitment. To be specific, we first introduce a novel keyphrase indicator that captures the explicit hint information for each keyphrase. Then, we design a dynamically-initialized decoder which can generate keyphrases in an interactive manner. Moreover, we propose a hierarchical reinforcement learning algorithm to enhance the interaction between the hint information capture and keyphrase generation. Finally, extensive experiments on real-world data clearly validate the effectiveness and interpretability of INKE compared with state-of-the-art baselines.

As one of the most popular generative models, Variational Autoencoder (VAE) approximates the posterior of latent variables based on amortized variational inference. However, when the decoder network is sufficiently expressive, VAE may lead to posterior collapse; that is, uninformative latent representations may be learned. To this end, in this paper, we propose an alternative model, DU-VAE, for learning a more Diverse and less Uncertain latent space, and thus the representation can be learned in a meaningful and compact manner. Specifically, we first theoretically demonstrate that it will result in better latent space with high diversity and low uncertainty awareness by controlling the distribution of posterior’s parameters across the whole data accordingly. Then, without the introduction of new loss terms or modifying training strategies, we propose to exploit Dropout on the variances and Batch-Normalization on the means simultaneously to regularize their distributions implicitly. Furthermore, to evaluate the generalization effect, we also exploit DU-VAE for inverse autoregressive flow based-VAE (VAE-IAF) empirically. Finally, extensive experiments on three benchmark datasets clearly show that our approach can outperform state-of-the-art baselines on both likelihood estimation and underlying classification tasks.

In today's competitive and fast-evolving business environment, it is a critical time for organizations to rethink how to deal with the talent and management related tasks in a quantitative manner. Indeed, thanks to the era of big data, the availability of large-scale talent data provides unparalleled opportunities for business leaders to understand the rules of talent and management, which in turn deliver intelligence for effective decision making and management for their organizations. In the past few years, talent and management computing have increasingly attracted attentions from KDD communities, and a number of research/applied data science efforts have been devoted. To this end, the purpose of this workshop, i.e., the 2021 International Workshop on Talent and Management Computing, is to bring together researchers and practitioners to discuss both the critical problems faced by talent and management related domains, and potential data-driven solutions by leveraging state-of-the-art data mining technologies.

Real estate appraisal refers to the process of developing an unbiased opinion for real property's market value, which plays a vital role in decision-making for various players in the marketplace (e.g., real estate agents, appraisers, lenders, and buyers). However, it is a non-trivial task for accurate real estate appraisal because of three major challenges: (1) The complicated influencing factors for property value; (2) The asynchronously spatiotemporal dependencies among real estate transactions; (3) The diversified correlations between residential communities. To this end, we propose a Multi-Task Hierarchical Graph Representation Learning (MugRep) framework for accurate real estate appraisal. Specifically, by acquiring and integrating multi-source urban data, we first construct a rich feature set to profile the real estate from multiple perspectives~(e.g., geographical distribution, human mobility distribution, and resident demographics distribution). Then, an evolving real estate transaction graph and a corresponding event graph convolution module are proposed to incorporate asynchronously spatiotemporal dependencies among real estate transactions. Moreover, to further incorporate valuable knowledge from the view of residential communities, we devise a hierarchical heterogeneous community graph convolution module to capture diversified correlations between residential communities. Finally, an urban district partitioned multi-task learning module is introduced to generate differently distributed value opinions for real estate. Extensive experiments on two real-world datasets demonstrate the effectiveness of MugRep and its components and features.

To cope with the fast-evolving business trend, it becomes critical for companies to continuously review their talent recruitment strategies by the timely forecast of talent demand in recruitment market. While many efforts have been made on recruitment market analysis, due to the sparsity of fine-grained talent demand time series and the complex temporal correlation of the recruitment market, there is still no effective approach for fine-grained talent demand forecast, which can quantitatively model the dynamics of the recruitment market. To this end, in this paper, we propose a data-driven neural sequential approach, namely Talent Demand Attention Network (TDAN), for forecasting fine-grained talent demand in the recruitment market. Specifically, we first propose to augment the univariate time series of talent demand at multiple grained levels and extract intrinsic attributes of both companies and job positions with matrix factorization techniques. Then, we design a Mixed Input Attention module to capture company trends and industry trends to alleviate the sparsity of fine-grained talent demand. Meanwhile, we design a Relation Temporal Attention module for modeling the complex temporal correlation that changes with the company and position. Finally, extensive experiments on a real-world recruitment dataset clearly validate the effectiveness of our approach for fine-grained talent demand forecast, as well as its interpretability for modeling recruitment trends. In particular, TDAN has been deployed as an important functional component of intelligent recruitment system of cooperative partner.

Job mobility prediction is an emerging research topic that can benefit both organizations and talents in various ways, such as job recommendation, talent recruitment, and career planning. Nevertheless, most existing studies only focus on modeling the individual-level career trajectories of talents, while the impact of macro-level job transition relationships (e.g., talent flow among companies and job positions) has been largely neglected. To this end, in this paper we propose an enhanced approach to job mobility prediction based on a heterogeneous company-position network constructed from the massive career trajectory data. Specifically, we design an Attentive heterogeneous graph embedding for sequential prediction (Ahead) framework to predict the next career move of talents, which contains two components, namely an attentive heterogeneous graph embedding (AHGN) model and a Dual-GRU model for career path mining. In particular, the AHGN model is used to learn the comprehensive representation for company and position on the heterogeneous network, in which two kinds of aggregators are employed to aggregate the information from external and internal neighbors for a node. Afterwards, a novel type-attention mechanism is designed to automatically fuse the information of the two aggregators for updating node representations. Moreover, the Dual-GRU model is devised to model the parallel sequences that appear in pair, which can be used to capture the sequential interactive information between companies and positions. Finally, we conduct extensive experiments on a real-world dataset for evaluating our Ahead framework. The experimental results clearly validate the effectiveness of our approach compared with the state-of-the-art baselines in terms of job mobility prediction.

Most topic modeling approaches are based on the bag-of-words assumption, where each word is required to be conditionally independent in the same document. As a result, both of the generative story and the topic formulation have totally ignored the semantic dependency among words, which is important for improving the semantic comprehension and model interpretability. To this end, in this paper, we revisit the task of topic modeling by transforming each document into a directed graph with word dependency as edges between word nodes, and develop a novel approach, namely Graph Neural Topic Model (GNTM). Specifically, in GNTM, a well-defined probabilistic generative story is designed to model both the graph structure and word sets with multinomial distributions on the vocabulary and word dependency edge set as the topics. Meanwhile, a Neural Variational Inference (NVI) approach is proposed to learn our model with graph neural networks to encode the document graphs. Besides, we theoretically demonstrate that Latent Dirichlet Allocation (LDA) can be derived from GNTM as a special case with similar objective functions. Finally, extensive experiments on four benchmark datasets have clearly demonstrated the effectiveness and interpretability of GNTM compared with state-of-the-art baselines.

Neural network based deep learning techniques have shown great success for numerous applications. While it is expected to understand their intrinsic decision-making processes, these deep neural networks often work in a black-box way. To this end, in this paper, we aim to discern the decision-making processes of neural networks through a hierarchical voting strategy by developing an explainable deep learning model, namely Voting Transformation-based Explainable Neural Network (VOTEN). Specifically, instead of relying on massive feature combinations, VOTEN creatively models expressive single-valued voting functions between explicitly modeled latent concepts to achieve high fitting ability. Along this line, we first theoretically analyze the major components of VOTEN and prove the relationship and advantages of VOTEN compared with Multi-Layer Perceptron (MLP), the basic structure of deep neural networks. Moreover, we design efficient algorithms to improve the model usability by explicitly showing the decision processes of VOTEN. Finally, extensive experiments on multiple real-world datasets clearly validate the performances and explainability of VOTEN.

Nowadays, as organizations operate in very fast-paced and competitive environments, workforce has to be agile and adaptable to regularly learning new job skills. However, it is nontrivial for talents to know which skills to develop at each working stage. To this end, in this paper, we aim to develop a cost-effective recommendation system based on deep reinforcement learning, which can provide personalized and interpretable job skill recommendation for each talent. Specifically, we first design an environment to estimate the utilities of skill learning by mining the massive job advertisement data, which includes a skill-matching-based salary estimator and a frequent itemset-based learning difficulty estimator. Based on the environment, we design a Skill Recommendation Deep Q-Network (SRDQN) with multi-task structure to estimate the long-term skill learning utilities. In particular, SRDQN recommends job skills in a personalized and cost-effective manner; that is, the talents will only learn the recommended necessary skills for achieving their career goals. Finally, extensive experiments on a real-world dataset clearly validate the effectiveness and interpretability of our approach.

In today’s fast-evolving job market, the timely and effective understanding of the career trajectories of talents can help them quickly develop necessary skills and make the right career transitions at the right time. However, it is a non-trivial task for developing a successful career trajectory prediction method, which should have the abilities for finding the right timing for job-hopping, identifying the right companies, and matching the right positions for the candidates. While people have been trying to develop solutions for providing some of the above abilities, there is no total solution or complete framework to integrate all these abilities together. To this end, in this paper, we propose a unified time-aware career trajectory prediction framework, namely TACTP, which is capable of jointly providing the above three abilities for better understanding the career trajectories of talents. Along this line, we first exploit a hierarchical deep sequential modeling network for career embedding and extract latent talent factors from multiple networks, which are designed with different functions of handling related issues of the timing, companies, and positions for job-hopping. Then, we perform collaborative filtering for generating personalized predictions. Furthermore, we propose a temporal encoding mechanism to handle dynamic temporal information so that TACTP is capable of generating time-aware predictions by addressing the challenges for variable interval time sequence modeling. Finally, we have conducted extensive experiments on large-scale real-world data to evaluate TACTP against the state-of-the-art baselines, and the results show that TACTP has advantages over baselines on all targeted tasks for career trajectory prediction.

Transfer learning aims at improving the performance of target learners on target domains by transferring the knowledge contained in different but related source domains. In this way, the dependence on a large number of target-domain data can be reduced for constructing target learners. Due to the wide application prospects, transfer learning has become a popular and promising area in machine learning. Although there are already some valuable and impressive surveys on transfer learning, these surveys introduce approaches in a relatively isolated way and lack the recent advances in transfer learning. Due to the rapid expansion of the transfer learning area, it is both necessary and challenging to comprehensively review the relevant studies. This survey attempts to connect and systematize the existing transfer learning research studies, as well as to summarize and interpret the mechanisms and the strategies of transfer learning in a comprehensive way, which may help readers have a better understanding of the current research status and ideas. Unlike previous surveys, this survey article reviews more than 40 representative transfer learning approaches, especially homogeneous transfer learning approaches, from the perspectives of data and model. The applications of transfer learning are also briefly introduced. In order to show the performance of different transfer learning models, over 20 representative transfer learning models are used for experiments. The models are performed on three different data sets, that is, Amazon Reviews, Reuters-21578, and Office-31, and the experimental results demonstrate the importance of selecting appropriate transfer learning models for different applications in practice.

Community search aims at finding densely connected subgraphs for query vertices in a graph. While this task has been studied widely in the literature, most of the existing works only focus on finding homogeneous communities rather than heterogeneous communities with different labels. In this paper, we motivate a new problem of cross-group community search, namely Butterfly-Core Community (BCC), over a labeled graph, where each vertex has a label indicating its properties and an edge between two vertices indicates their cross relationship. Specifically, for two query vertices with different labels, we aim to find a densely connected cross community that contains two query vertices and consists of butterfly networks, where each wing of the butterflies is induced by a k-core search based on one query vertex and two wings are connected by these butterflies. We first develop a heuristic algorithm achieving 2-approximation to the optimal solution. Furthermore, we design fast techniques of query distance computations, leader pair identifications, and index-based BCC local explorations. Extensive experiments on seven real datasets and four useful case studies validate the effectiveness and efficiency of our BCC and its multi-labeled extension models.

Online search engine has been widely regarded as the most convenient approach for information acquisition. Indeed, the intensive information-seeking behaviors of search engine users make it possible to exploit search engine queries as effective “crowd sensors” for event monitoring. While some researchers have investigated the feasibility of using search engine queries for coarse-grained event analysis, the capability of search engine queries for real-time event detection has been largely neglected. To this end, in this article, we introduce a large-scale and systematic study on exploiting real-time search engine queries for outbreak event detection, with a focus on earthquake rapid reporting. In particular, we propose a realistic system of real-time earthquake detection through monitoring millions of queries related to earthquakes from a dominant online search engine in China. Specifically, we first investigate a large set of queries for selecting the representative queries that are highly correlated with the outbreak of earthquakes. Then, based on the real-time streams of selected queries, we design a novel machine learning–enhanced two-stage burst detection approach for detecting earthquake events. Meanwhile, the location of an earthquake epicenter can be accurately estimated based on the spatial-temporal distribution of search engine queries. Finally, through the extensive comparison with earthquake catalogs from China Earthquake Networks Center, 2015, the detection precision of our system can achieve 87.9%, and the accuracy of location estimation (province level) is 95.7%. In particular, 50% of successfully detected results can be found within 62 s after earthquake, and 50% of successful locations can be found within 25.5 km of seismic epicenter. Our system also found more than 23.3% extra earthquakes that were felt by people but not publicly released, 12.1% earthquake-like special outbreaks, and meanwhile, revealed many interesting findings, such as the typical query patterns of earthquake rumor and regular memorial events. Based on these results, our system can timely feed back information to the search engine users according to various cases and accelerate the information release of felt earthquakes.

In the area of community question answering (CQA), answer selection and answer ranking are two tasks which are applied to help users quickly access valuable answers. Existing solutions mainly exploit the syntactic or semantic correlation between a question and its related answers (Q&A), where the multifacet domain effects in CQA are still underexplored. In this paper, we propose a unified model, enhanced attentive recurrent neural network (EARNN), for both answer selection and answer ranking tasks by taking full advantages of both Q&A semantics and multifacet domain effects (i.e., topic effects and timeliness). Specifically, we develop a serialized long short-term memory to learn the unified representations of Q&A, where two attention mechanisms at either sentence level or word level are designed for capturing the deep effects of topics. Meanwhile, the emphasis of Q&A can be automatically distinguished. Furthermore, we design a time-sensitive ranking function to model the timeliness in CQA. To effectively trainEARNN, a question-dependent pairwise learning strategy is also developed. Finally, we conduct extensive experiments on a real-world dataset from Quora. Experimental results validate the effectiveness and interpretability of our proposedEARNNmodel.

The recent development of online recommender systems has a focus on collaborative ranking from implicit feedback, such as user clicks and purchases. Different from explicit ratings, which reflect graded user preferences, the implicit feedback only generates positive and unobserved labels. 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” due to the precondition of the entire list permutation. To this end, in this paper, we propose a novel setwise Bayesian approach for collaborative ranking, namely SetRank, to inherently accommodate the characteristics of implicit feedback in recommender system. Specifically, SetRank aims at maximizing the posterior probability of novel setwise preference comparisons and can be implemented with matrix factorization and neural networks. Meanwhile, we also present the theoretical analysis of SetRank to show that the bound of excess risk can be proportional to √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.

The rapid proliferation of knowledge graphs (KGs) has changed the paradigm for various AI-related applications. Despite their large sizes, modern KGs are far from complete and comprehensive. This has motivated the research in knowledge graph completion (KGC), which aims to infer missing values in incomplete knowledge triples. However, most existing KGC models treat the triples in KGs independently without leveraging the inherent and valuable information from the local neighborhood surrounding an entity. To this end, we propose a Relational Graph neural network with Hierarchical ATtention (RGHAT) for the KGC task. The proposed model is equipped with a two-level attention mechanism: (i) the first level is the relation-level attention, which is inspired by the intuition that different relations have different weights for indicating an entity; (ii) the second level is the entity-level attention, which enables our model to highlight the importance of different neighboring entities under the same relation. The hierarchical attention mechanism makes our model more effective to utilize the neighborhood information of an entity. Finally, we extensively validate the superiority of RGHAT against various state-of-the-art baselines.

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.

Recent years have witnessed the growing interests in investigating the competition among companies. Existing studies for company competitive analysis generally rely on subjective survey data and inferential analysis. Instead, in this paper, we aim to develop a new paradigm for studying the competition among companies through the analysis of talent flows. The rationale behind this is that the competition among companies usually leads to talent movement. Along this line, we first build a Talent Flow Network based on the large-scale job transition records of talents, and formulate the concept of “competitiveness” for companies with consideration of their bi-directional talent flows in the network. Then, we propose a Talent Flow Embedding (TFE) model to learn the bi-directional talent attractions of each company, which can be leveraged for measuring the pairwise competitive relationships between companies. Specifically, we employ the random-walk based model in original and transpose networks respectively to learn representations of companies by preserving their competitiveness. Furthermore, we design a multi-task strategy to refine the learning results from a fine-grained perspective, which can jointly embed multiple talent flow networks by assuming the features of company keep stable but take different roles in networks of different job positions. Finally, extensive experiments on a large-scale real-world dataset clearly validate the effectiveness of our TFE model in terms of company competitive analysis and reveal some interesting rules of competition based on the derived insights on talent flows.

With recent advances in mobile and sensor technologies, a large amount of efforts have been made on developing intelligent applications for taxi drivers, which provide beneficial guidance for improving the profit and work efficiency. However, limited scopes focus on the latent social interactions within cab drivers, and corresponding social learning mechanism to share driving behavior patterns has been largely ignored. To that end, in this paper, we propose a comprehensive study to discover how social learning affects taxi drivers' driving behaviors. To be specific, by leveraging the classic social influence theory, we develop a two-stage framework for quantitatively measuring the latent propagation of driving patterns within taxi drivers. Validations on a real-word data set collected from New York City clearly verify the effectiveness of our proposed framework with better explanation of future taxi driving pattern evolution, which prove the hypothesis that social factors indeed improve the predictability of taxi driving behaviors, and further reveal some interesting rules on social learning mechanism.

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.

Talent turnover often costs a large amount of business time, money and performance. Therefore, employee turnover prediction is critical for proactive talent management. Existing approaches on turnover prediction are mainly based on profiling of employees and their working environments, while the important contagious effect of employee turnovers has been largely ignored. To this end, in this paper, we propose a contagious effect heterogeneous neural network (CEHNN) for turnover prediction by integrating the employee profiles, the environmental factors, and more importantly, the influence of turnover behaviors of co-workers. Moreover, a global attention mechanism is designed to evaluate the heterogeneous impact on potential turnover behaviors. This attention mechanism can improve the interpretability of turnover prediction and provide actionable insights for talent retention. Finally, we conduct extensive experiments and case studies on a realworld dataset from a large company to validate the effectiveness of the contagious effect for turnover prediction.

Cross-domain sentiment classification refers to utilizing useful knowledge in the source domain to help sentiment classification in the target domain which has few or no labeled data. Most existing methods mainly concentrate on extracting common features between domains. Unfortunately, they cannot fully consider the effects of the aspect (e.g., the battery life in reviewing an electronic product) information of the sentences. In order to better solve this problem, we propose an Interactive Attention Transfer Network (IATN) for crossdomain sentiment classification. IATN provides an interactive attention transfer mechanism, which can better transfer sentiment across domains by incorporating information of both sentences and aspects. Specifically, IATN comprises two attention networks, one of them is to identify the common features between domains through domain classification, and the other aims to extract information from the aspects by using the common features as a bridge. Then, we conduct interactive attention learning for those two networks so that both the sentences and the aspects can influence the final sentiment representation. Extensive experiments on the Amazon reviews dataset and crowdfunding reviews dataset not only demonstrate the effectiveness and universality of our method, but also give an interpretable way to track the attention information for sentiment.

Job Title Benchmarking (JTB) aims at matching job titles with similar expertise levels across various companies. JTB could provide precise guidance and considerable convenience for both talent recruitment and job seekers for position and salary calibration/prediction. Traditional JTB approaches mainly rely on manual market surveys, which is expensive and labor intensive. Recently, the rapid development of Online Professional graph has accumulated a large number of talent career records, which provides a promising trend for data-driven solutions. However, it is still a challenging task since (1) the job title and job transition (job-hopping) data is messy which contains a lot of subjective and non-standard naming conventions for a same position (\eg,Programmer, Software Development Engineer, SDE, Implementation Engineer ), (2) there is a large amount of missing title/transition information, and (3) one talent only seeks limited numbers of jobs which brings the incompleteness and randomness for modeling job transition patterns. To overcome these challenges, we aggregate all the records to construct a large-scale Job Title Benchmarking Graph (Job-Graph), where nodes denote job titles affiliated with specific companies and links denote the correlations between jobs. We reformulate the JTB as the task of link prediction over the Job-Graph that matched job titles should have links. Along this line, we propose a collective multi-view representation learning method (Job2Vec) by examining the Job-Graph jointly in (1) graph topology view (the structure of relationships among job titles), (2) semantic view (semantic meaning of job descriptions), (3) job transition balance view (the numbers of bidirectional transitions between two similar-level jobs are close), and (4) job transition duration view (the shorter the average duration of transitions is, the more similar the job titles are). We fuse the multi-view representations in the encode-decode paradigm to obtain an unified optimal representations for the task of link prediction. Finally, we conduct extensive experiments to validate the effectiveness of our proposed method.

How to identify high-potential talent (HIPO) earlier in their career always has strategic importance for human resource management. While tremendous efforts have been made in this direction, most existing approaches are still based on the subjective selection of human resource experts. This could lead to unintentional bias and inconsistencies. To this end, in this paper, we propose a neural network based dynamic social profiling approach for quantitatively identifying HIPOs from the newly-enrolled employees by modeling the dynamics of their behaviors in organizational social networks. A basic assumption is that HIPOs usually perform more actively and have higher competencies than their peers to accumulate their social capitals during their daily work practice. Along this line, we first propose to model the social profiles of employees with both Graph Convolutional Network (GCN) and social centrality analysis in a comprehensive way. Then, an adaptive Long Short Term Memory (LSTM) network with global attention mechanism is designed to capture the profile dynamics of employees in the organizational social networks during their early career. Finally, extensive experiments on real-world data clearly validate the effectiveness of our approach as well as the interpretability of our results.

Aftershocks refer to the smaller earthquakes that occur following large earthquakes, in the same area of the main shock. The task of aftershocks detection, as a crucial and challenging issue in disaster monitoring, has attracted wide research attention in relevant fields. Compared with the traditional detection methods like STA/LTA algorithms or heuristic matching, neural network techniques are regarded as an advanced choice with better pattern recognition ability. However, current neural network-based solutions mainly formulate the seismic wave as ordinary time series, where existing techniques are directly deployed without adaption, and thus fail to obtain competitive performance on the intensive and highly-noise waveforms of aftershocks. To that end, in this paper, we propose a novel framework named Multi-Scale Description based Neural Network (MSDNN) for enhancing aftershock detection. Specifically, MSDNN contains a delicately-designed network structure for capturing both short-term scale and long-term scale seismic features. Therefore, the unique characteristics of seismic waveforms can be fully-exploited for aftershock detection. Furthermore, a multi-task learning strategy is introduced to model the seismic waveforms of multiple monitoring stations simultaneously, which can not only refine the detection performance but also provide additionally quantitative clues for discovering homologous earthquakes. Finally, comprehensive experiments on the data set from aftershocks of the Wenchuan M8.0 Earthquake have clearly validated the effectiveness of our framework compared with several state-of-the-art baselines.

Given a job position, how to identify the right job skill demand and its evolving trend becomes critically important for both job seekers and employers in the fast-paced job market. Along this line, there still exist various challenges due to the lack of holistic understanding on skills related factors, e.g., the dynamic validity periods of skill trend, as well as the constraints from overlapped business and skill co-occurrence. To address these challenges, in this paper, we propose a trend-aware approach for fine-grained skill demand analysis. Specifically, we first construct a tensor for each timestamp based on the large-scale recruitment data, and then reveal the aggregations among companies and skills by heuristic solutions. Afterwards, the Trend-Aware Tensor Factorization (TATF) framework is designed by integrating multiple confounding factors, i.e., aggregation-based and temporal constraints, to provide more fine-grained representation and evolving trend of job demand for specific job positions. Finally, validations on large-scale real-world data clearly validate the effectiveness of our approach for skill demand analysis.

The understanding of job mobility can benefit talent management operations in a number of ways, such as talent recruitment, talent development, and talent retention. While there is extensive literature showing the predictability of the organization-level job mobility patterns (e.g., in terms of the employee turnover rate), there are no effective solutions for supporting the understanding of job mobility at an individual level. To this end, in this paper, we propose a hierarchical career-path-aware neural network for learning individual-level job mobility. Specifically, we aim at answering two questions related to individuals in their career paths: 1) who will be the next employer? 2) how long will the individual work in the new position? Specifically, our model exploits a hierarchical neural network structure with embedded attention mechanism for characterizing the internal and external job mobility. Also, it takes personal profile information into consideration in the learning process. Finally, the extensive results on real-world data show that the proposed model can lead to significant improvements in prediction accuracy for the two aforementioned prediction problems. Moreover, we show that the above two questions are well addressed by our model with a certain level of interpretability. For the case studies, we provide data-driven evidence showing interesting patterns associated with various factors (e.g., job duration, firm type, etc.) in the job mobility prediction process.

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.

Person-Organization fit (P-O fit) refers to the compatibility between employees and their organizations. The study of P-O fit is important for enhancing proactive talent management. While considerable efforts have been made in this direction, it still lacks a quantitative and holistic way for measuring P-O fit and its impact on talent management. To this end, in this paper, we propose a novel data-driven neural network approach for dynamically modeling the compatibility in P-O fit and its meaningful relationships with two critical issues in talent management, namely talent turnover and job performance. Specifically, inspired by the practical management scenarios, we first creatively design an Organizational Structure-aware Convolutional Neural Network (OSCN) for hierarchically extracting organization-aware compatibility features for measuring P-O fit. Then, to capture the dynamic nature of P-O fit and its consequent impact, we further exploit an adapted Recurrent Neural Network with attention mechanism to model the temporal information of P-O fit. Finally, we compare our approach with a number of state-of-the-art baseline methods on real-world talent data. Experimental results clearly demonstrate the effectiveness in terms of turnover prediction and job performance prediction. Moreover, we also show some interesting indicators of talent management through the visualization of network layers.

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.

Human mobility data refers to records of human movements, such as cellphone traces, vehicle GPS trajectories, geo-tagged posts, and photos. While successfully mining human mobility data can benefit many applications such as city planning, transportation, urban economics, and public safety, it is very challenging to model large-scale Heterogeneous Human Mobility Data (HHMD) that are generated from different resources. In this paper, we develop a general collective learning approach to model HHMD at an individual level towards identifying and quantifying the urban forms of residential communities. Specifically, our proposed method exploits two geographic regularities among HHMD. First, we jointly capture the correlations among residential communities, urban functions, temporal effects, and user mobility patterns by analogizing communities as documents and mobility patterns as words. Also, we further combine explicit LASSO analysis and significant testing into latent representation learning as a regularization term by analogizing compatible Point-of-Interests (POIs) as the meta-data of communities. In this way, we can learn the urban forms, including a mix of functions and corresponding portfolios, of residential communities from HHDM and POIs. We further leverage these learned results to address two application problems: real estate ranking and restaurant popularity prediction. Finally, we conduct intensive evaluations with a variety of real-world data, where experimental results demonstrate the effectiveness of our proposed modeling method and its successful applications for other problems.

Talent flow analysis is a process for analyzing and modeling the flows of employees into and out of targeted organizations, regions, or industries. A clear understanding of talent flows is critical for many applications, such as human resource planning, brain drain monitoring, and future workforce forecasting. However, existing studies on talent flow analysis are either qualitative or limited by coarse level quantitative modeling. To this end, in this paper, we provide a fine-grained data-driven approach to model the dynamics and evolving nature of talent flows by leveraging the rich information available in job transition networks. Specifically, we first investigate how to enrich the sparse talent flow data by exploiting the correlations between the stock price movement and the talent flows of public companies. Then, we formalize the talent flow modeling problem as to predict the increments of the edge weights in the dynamic job transition network. In this way, the problem is transformed into a multi-step time series forecasting problem. A deep sequence prediction model is developed based on the recurrent neural network model, which consumes multiple input sources derived from dynamic job transition networks. Finally, experimental results on real-world data show that the proposed model outperforms other benchmark models in terms of prediction accuracy. The results also indicate that the proposed model can provide reasonable performance even if the historical talent flow data are not completely available.

It is commonly seen that social events are organized through online social network services (SNSs), and thus there are vested interests in studying event-oriented social gathering through SNSs. The focus of existing studies has been put on the analysis of event profiles or individual participation records. While there is significant dynamic mutual influence among target users through their social connections, the impact of dynamic mutual influence on the people's social gathering remains unknown. To that end, in this paper, we develop a discriminant framework, which allows to integrate the dynamic mutual dependence of potential event participants into the discrimination process. Specifically, we formulate the group-oriented event participation problem as a two-stage variant discriminant framework to capture the users' profiles as well as their latent social connections. The validation on real-world data sets show that our method can effectively predict the event participation with a significant margin compared with several state-of-the-art baselines. This validates the hypothesis that dynamic mutual influence could play an important role in the decision-making process of social event participation. Moreover, we propose the network pruning method to further improve the efficiency of our technical framework. Finally, we provide a case study to illustrate the application of our framework for event plan design task.

To cope with the accelerating pace of technological changes, talents are urged to add and refresh their skills for staying in active and gainful employment. This raises a natural question: what are the right skills to learn? Indeed, it is a nontrivial task to measure the popularity of job skills due to the diversified criteria of jobs and the complicated connections within job skills. To that end, in this paper, we propose a data driven approach for modeling the popularity of job skills based on the analysis of large-scale recruitment data. Specifically, we first build a job skill network by exploring a large corpus of job postings. Then, we develop a novel Skill Popularity based Topic Model (SPTM) for modeling the generation of the skill network. In particular, SPTM can integrate different criteria of jobs (e.g., salary levels, company size) as well as the latent connections within skills, thus we can effectively rank the job skills based on their multi-faceted popularity. Extensive experiments on real-world recruitment data validate the effectiveness of SPTM for measuring the popularity of job skills, and also reveal some interesting rules, such as the popular job skills which lead to high-paid employment.

As a vital process to the success of an organization, salary benchmarking aims at identifying the right market rate for each job position. Traditional approaches for salary benchmarking heavily rely on the experiences from domain experts and limited market survey data, which have difficulties in handling the dynamic scenarios with the timely benchmarking requirement. To this end, in this paper, we propose a data-driven approach for intelligent salary benchmarking based on large-scale fine-grained online recruitment data. Specifically, we first construct a salary matrix based on the large-scale recruitment data and creatively formalize the salary benchmarking problem as a matrix completion task. Along this line, we develop a Holistic Salary Benchmarking Matrix Factorization (HSBMF) model for predicting the missing salary information in the salary matrix. Indeed, by integrating multiple confounding factors, such as company similarity, job similarity, and spatial-temporal similarity, HSBMF is able to provide a holistic and dynamic view for fine-grained salary benchmarking. Finally, extensive experiments on large-scale real-world data clearly validate the effectiveness of our approach for job salary benchmarking.

Following the recent advances of artificial intelligence, financial text mining has gained new potential to benefit theoretical research with practice impacts. An essential research question for financial text mining is how to accurately identify the actual financial opinions (e.g., bullish or bearish) behind words in plain text. Traditional methods mainly consider this task as a text classification problem with solutions based on machine learning algorithms. However, most of them rely heavily on the hand-crafted features extracted from the text. Indeed, a critical issue along this line is that the latent global and local contexts of the financial opinions usually cannot be fully captured. To this end, we propose a context-aware deep embedding network for financial text mining, named CADEN, by jointly encoding the global and local contextual information. Especially, we capture and include an attitude-aware user embedding to enhance the performance of our model. We validate our method with extensive experiments based on a real-world dataset and several state-of-the-art baselines for investor sentiment recognition. Our results show a consistently superior performance of our approach for identifying the financial opinions from texts of different formats.

The job interview is considered as one of the most essential tasks in talent recruitment, which forms a bridge between candidates and employers in fitting the right person for the right job. While substantial efforts have been made on improving the job interview process, it is inevitable to have biased or inconsistent interview assessment due to the subjective nature of the traditional interview process. To this end, in this paper, we propose a novel approach to intelligent job interview assessment by learning the large-scale real-world interview data. Specifically, we develop a latent variable model named Joint Learning Model on Interview Assessment (JLMIA) to jointly model job description, candidate resume and interview assessment. JLMIA can effectively learn the representative perspectives of different job interview processes from the successful job application records in history. Therefore, a variety of applications in job interviews can be enabled, such as person-job fit and interview question recommendation. Extensive experiments conducted on real-world data clearly validate the effectiveness of JLMIA, which can lead to substantially less bias in job interviews and provide a valuable understanding of job interview assessment.

Urban Region-of-Interest (ROI) refers to the integrated urban areas with specific functionalities that attract people's attentions and activities, such as the recreational business districts, transportation hubs, and city landmarks. Indeed, at the macro level, ROI is one of the representatives for agglomeration economies, and plays an important role in urban business planning. At the micro level, ROI provides a useful venue for understanding the urban lives, demands and mobilities of people. However, due to the vague and diversified nature of ROI, it still lacks of quantitative ways to investigate ROIs in a holistic manner. To this end, in this paper we propose a systematic study on ROI analysis through mining the large-scale online map query logs, which provides a new data-driven research paradigm for ROI detection and profiling. Specifically, we first divide the urban area into small region grids, and calculate their PageRank value as visiting popularity based on the transition information extracted from map queries. Then, we propose a density-based clustering method for merging neighboring region grids with high popularity into integrated ROIs. After that, to further explore the profiles of different ROIs, we develop a spatial-temporal latent factor model URPTM (Urban Roi Profiling Topic Model) to identify the latent travel patterns and Point-of-Interest (POI) demands of ROI visitors. Finally, we implement extensive experiments to empirically evaluate our approaches based on the large-scale real-world data collected from Beijing. Indeed, by visualizing the results obtained from URPTM, we can successfully obtain many meaningful travel patterns and interesting discoveries on urban lives.

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.

Online peer-to-peer (P2P) lending is an emerging wealth-management service for individuals, which allows lenders to directly bid and invest on the listings created by borrowers without going through any traditional financial intermediaries. As a nonbank financial platform, online P2P lending tends to have both high volatility and liquidity. Therefore, it is of significant importance to discern the hidden market states of the listings (e.g., hot and cold), which open venues for enhancing business analytics and investment decision making. However, the problem of market state modeling remains pretty open due to many technical and domain challenges, such as the dynamic and sequential characteristics of listings. To that end, in this paper, we present a focused study on market state modeling and analysis for online P2P lending. Specifically, we first propose two enhanced sequential models by extending the Bayesian hidden Markov model (BHMM), namely listing-BHMM (L-BHMM) and listing and marketing-BHMM (LM-BHMM), for learning the latent semantics between listings' market states and lenders' bidding behaviors. Particularly, L-BHMM is a straightforward model that only considers the local observations of a listing itself, while LM-BHMM considers not only the listing information but also the global information of current market (e.g., the competitive and complementary relations among listings). Furthermore, we demonstrate several motivating applications enabled by our models, such as bidding prediction and herding detection. Finally, we construct extensive experiments on two real-world data sets and make some deep analysis on bidding behaviors, which clearly validate the effectiveness of our models in terms of different applications and also reveal some interesting business findings.

Company profiling is an analytical process to build an in-depth understanding of company's fundamental characteristics. It serves as an effective way to gain vital information of the target company and acquire business intelligence. Traditional approaches for company profiling rely heavily on the availability of rich finance information about the company, such as finance reports and SEC filings, which may not be readily available for many private companies. However, the rapid prevalence of online employment services enables a new paradigm — to obtain the variety of company's information from their employees' online ratings and comments. This, in turn, raises the challenge to develop company profiles from an employee's perspective. To this end, in this paper, we propose a method named Company Profiling based Collaborative Topic Regression (CPCTR), for learning the latent structural patterns of companies. By formulating a joint optimization framework, CPCTR has the ability in collaboratively modeling both textual (e.g., reviews) and numerical information (e.g., salaries and ratings). Indeed, with the identified patterns, including the positive/negative opinions and the latent variable that influences salary, we can effectively carry out opinion analysis and salary prediction. Extensive experiments were conducted on a real-world data set to validate the effectiveness of CPCTR. The results show that our method provides a comprehensive understanding of company characteristics and delivers a more effective prediction of salaries than other baselines.

Matrix Factorization (MF) is among the most widely used techniques for collaborative filtering based recommendation. Along this line, a critical demand is to incrementally refine the MF models when new ratings come in an online scenario. However, most of existing incremental MF algorithms are limited by specific MF models or strict use restrictions. In this paper, we propose a general incremental MF framework by designing a linear transformation of user and item latent vectors over time. This framework shows a relatively high accuracy with a computation and space efficient training process in an online scenario. Meanwhile, we explain the framework with a low-rank approximation perspective, and give an upper bound on the training error when this framework is used for incremental learning in some special cases. Finally, extensive experimental results on two real-world datasets clearly validate the effectiveness, efficiency and storage performance of the proposed framework.

The study of career development has become more important during a time of rising competition. Even with the help of newly available big data in the field of human resources, it is challenging to prospect the career development of talents in an effective manner, since the nature and structure of talent careers can change quickly. To this end, in this paper, we propose a novel survival analysis approach to model the talent career paths, with a focus on two critical issues in talent management, namely turnover and career progression. Specifically, for modeling the talent turnover behaviors, we formulate the prediction of survival status at a sequence of time intervals as a multi-task learning problem by considering the prediction at each time interval as a task. Also, we impose the ranking constraints to model both censored and uncensored data, and capture the intrinsic properties exhibited in general lifetime modeling with non-recurrent and recurrent events. Similarly, for modeling the talent career progression, each task concerns the prediction of a relative occupational level at each time interval. The ranking constraints imposed on different occupational levels can help to reduce the prediction error. Finally, we evaluate our approach with several state-of-the-art baseline methods on real-world talent data. The experimental results clearly demonstrate the effectiveness of the proposed models for predicting the turnover and career progression of talents.

Point-of-Interest (POI) demand modeling in urban regions is critical for many applications such as business site selection and real estate investment. While some efforts have been made for the demand analysis of some specific POI categories, such as restaurants, it lacks systematic means to support POI demand modeling. To this end, in this paper, we develop a systematic POI demand modeling framework, named Region POI Demand Identification (RPDI), to model POI demands by exploiting the daily needs of people identified from their large-scale mobility data. Specifically, we first partition the urban space into spatially differentiated neighborhood regions formed by many small local communities. Then, the daily activity patterns of people traveling in the city will be extracted from human mobility data. Since the trip activities, even aggregated, are sparse and insufficient to directly identify the POI demands, especially for underdeveloped regions, we develop a latent factor model that integrates human mobility data, POI profiles, and demographic data to robustly model the POI demand of urban regions in a holistic way. In this model, POI preferences and supplies are used together with demographic features to estimate the POI demands simultaneously for all the urban regions interconnected in the city. Moreover, we also design efficient algorithms to optimize the latent model for large-scale data. Finally, experimental results on real-world data in New York City (NYC) show that our method is effective for identifying POI demands for different regions.

The emergence of Location-based Social Network (LBSN) services provides a wonderful opportunity to build personalized Point-of-Interest (POI) recommender systems. Although a personalized POI recommender system can significantly facilitate users' outdoor activities, it faces many challenging problems, such as the hardness to model user's POI decision making process and the difficulty to address data sparsity and user/location cold-start problem. To cope with these challenges, we define three types of friends (i.e., social friends, location friends, and neighboring friends) in LBSN, and develop a two-step framework to leverage the information of friends to improve POI recommendation accuracy and address cold-start problem. Specifically, we first propose to learn a set of potential locations that each individual's friends have checked-in before and this individual is most interested in. Then we incorporate three types of check-ins (i.e., observed check-ins, potential check-ins and other unobserved check-ins) into matrix factorization model using two different loss functions (i.e., the square error based loss and the ranking error based loss). To evaluate the proposed model, we conduct extensive experiments with many state-of-the-art baseline methods and evaluation metrics on two real-world data sets. The experimental results demonstrate the effectiveness of our methods.

With the high mobility of talent, it becomes critical for the recruitment team to find the right talent from the right source in an efficient manner. The prevalence of Online Professional Networks (OPNs), such as LinkedIn, enables the new paradigm for talent recruitment and job search. However, the dynamic and complex nature of such talent information imposes significant challenges to identify prospective talent sources from large-scale professional networks. Therefore, in this paper, we propose to create a job transition network where vertices stand for organizations and a directed edge represents the talent flow between two organizations for a time period. By analyzing this job transition network, it is able to extract talent circles in a way such that every circle includes the organizations with similar talent exchange patterns. Then, the characteristics of these talent circles can be used for talent recruitment and job search. To this end, we develop a talent circle detection model and design the corresponding learning method by maximizing the Normalized Discounted Cumulative Gain (NDCG) of inferred probability for the edge existence based on edge weights. Then, the identified circles will be labeled by the representative organizations as well as keywords in job descriptions. Moreover, based on these identified circles, we develop a talent exchange prediction method for talent recommendation. Finally, we have performed extensive experiments on real-world data. The results show that, our method can achieve much higher modularity when comparing to the benchmark approaches, as well as high precision and recall for talent exchange prediction.

With recent advances in mobile and sensor technologies, a large amount of efforts have been made on developing intelligent applications for taxi drivers, which provide beneficial guide and opportunity to improve the profit and work efficiency. However, limited scopes focus on the latent social interaction within cab drivers, and corresponding social propagation scheme to share driving behaviors has been largely ignored. To that end, in this paper, we propose a comprehensive study to reveal how the social propagation affects for better prediction of cab drivers' future behaviors. To be specific, we first investigate the correlation between drivers' skills and their mutual interactions in the latent vehicle-to-vehicle network, which intuitively indicates the effects of social influences. Along this line, by leveraging the classic social influence theory, we develop a two-stage framework for quantitatively revealing the latent driving pattern propagation within taxi drivers. Comprehensive experiments on a real-word data set collected from the New York City clearly validate the effectiveness of our proposed framework on predicting future taxi driving behaviors, which also support the hypothesis that social factors indeed improve the predictability of driving behaviors.

Days on Market (DOM) refers to the number of days a property is on the active market, which is an important measurement of market liquidity in real estate industry. Indeed, at the micro level, DOM is not only a special concern of house sellers, but also a useful indicator for potential buyers to evaluate the popularity of a house. At the macro level, DOM is an important indicator of real estate market status. However, it is very challenging to measure DOM, since there are a variety of factors which can impact on the DOM of a property. To this end, in this paper, we aim to measure real estate liquidity by examining multiple factors in a holistic manner. A special goal is to predict the DOM of a given property listing. Specifically, we first extract key features from multiple types of heterogeneous real estate-related data, such as house profiles and geo-social information of residential communities. Then, based on these features, we develop a multi-task learning based regression approach for predicting the DOM of real estates. This approach can effectively learn district-aware models for different property listings by considering multiple factors. Finally, we conduct extensive experiments on real-world real estate data collected in Beijing and develop a prototype system for practical use. The experimental results clearly validate the effectiveness of the proposed approach for measuring liquidity in real estate markets.

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.

In the retail market, the consumers' indecisiveness refers to the inability to make quick and assertive decisions when they choose among competing product options. Indeed, indecisiveness has been investigated in a number of fields, such as economics and psychology. However, these studies are usually based on the subjective customer survey data with some manually defined questions. Instead, in this paper, we provide a focused study on automatically mining indecisiveness in massive customer behaviors in online stores. Specifically, we first give a general definition to measure the observed indecisiveness in each behavior session. From these observed indecisiveness, we can learn the latent factors/reasons by a probabilistic factor-based model. These two factors are the indecisive indexes of the customers and the product bundles, respectively. Next, we demonstrate that this indecisiveness mining process could be useful in several potential applications, such as the competitive product detection and personalized product bundles recommendation. Finally, we perform extensive experiments on a large-scale behavioral logs of online customers in a distributed environment. The results reveal that our measurement of indecisiveness agrees with the common sense assessment, and the discoveries are useful in predicting customer behaviors and providing better recommendation services for both customers and online retailers.

Discovering the determinants of job change and predicting the individual job change occasion are essential approaches for understanding the professional careers of human. However, with the evolution of labor division and globalization, modern careers become more self-directed and dynamic, which makes job change occasion difficult to predict. Fortunately, the emerging online professional networks and location-based social networks provide a large amount of work experience and daily activity records of individuals around the world, which open a venue for the accurate job change analysis. Discovering the determinants of job change and predicting the individual job change occasion are essential approaches for understanding the professional careers of human. However, with the evolution of labor division and globalization, modern careers become more self-directed and dynamic, which makes job change occasion difficult to predict. Fortunately, the emerging online professional networks and location-based social networks provide a large amount of work experience and daily activity records of individuals around the world, which open a venue for the accurate job change analysis. In this paper, we aggregate the work experiences and check-in records of individuals to model the job change motivations and correlations between professional and daily life. Specifically, we attempt to reveal to what extent the job change occasion can be predicted based on the career mobility and daily activity patterns at the individual level. Following the classical theory of job mobility determinants, we extract and quantify the environmental conditions and personal preference of careers from the perspective of industrial/regional constraints and personal interests/demands. Besides, we investigate the factors of activity patterns which may be correlated with job change as cause and effect results. First, we quantify the consumption diversity, sentiment fluctuation and geographic movement from the check-in records as indicators. Then, we leverage the center-bias level assignment and multi-point snapshot mechanism to capture historical and parallel migration. Finally, experimental results based on a large real-world dataset show that the job change occasions can be accurately predicted with the aggregated factors.

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.

Analyzing team tactics plays an important role in the professional soccer industry. Recently, the progressing ability to track the mobility of ball and players makes it possible to accumulate extensive match logs, which open a venue for better tactical analysis. However, traditional methods for tactical analysis largely rely on the knowledge and manual labor of domain experts. To this end, in this paper we propose an unsupervised approach to automatically discerning the typical tactics, i.e., tactical patterns, of soccer teams through mining the historical match logs. To be specific, we first develop a novel model named Team Tactic Topic Model (T3M) for learning the latent tactical patterns, which can model the locations and passing relations of players simultaneously. Furthermore, we demonstrate several potential applications enabled by the proposed T3M, such as automatic tactical pattern discovery, pass segment annotation, and spatial analysis of player roles. Finally, we implement an intelligent demo system to empirically evaluate our approach based on the data collected from La Liga 2013-2014. Indeed, by visualizing the results obtained from T3M, we can successfully observe many meaningful tactical patterns and interesting discoveries, such as using which tactics a team is more likely to score a goal and how a team's playing tactic changes in sequential matches across a season.

With the rapid development of smart TV industry, a large number of TV programs have been available for meeting various user interests, which consequently raise a great demand of building personalized TV recommender systems. Indeed, a personalized TV recommender system can greatly help users to obtain their preferred programs and assist TV and channel providers to attract more audiences. While different methods have been proposed for TV recommendations, most of them neglect the mixture of watching groups behind an individual TV. In other words, there may be different groups of audiences at different times in front of a TV. For instance, watching groups of a TV may consist of children, wife and husband, husband, wife, etc in many US household. To this end, in this paper, we propose a Mixture Probabilistic Matrix Factorization (mPMF) model to learn the program preferences of televisions, which assumes that the preference of a given television can be regarded as the mixed preference of different watching groups. Specifically, the latent vector of a television is drawn from a mixture of Gaussian and the mixture number is the estimated number of watching groups behind the television. To evaluate the proposed mPMF model, we conduct extensive experiments with many state-of-the-art baseline methods and evaluation metrics on a real-world data set. The experimental results clearly demonstrate the effectiveness of our model.

Nowadays, it is commonly seen that an offline social event is organized through online social network services (SNS), in this way cyber strangers can be connected in physical world. While there are some preliminary studies on social event participation through SNS, they usually have more focus on the mining of event profiles and have less focus on the social relationships among target users. In particular, the importance of dynamic mutual influence among potential event participants has been largely ignored. In this paper, we develop a novel discriminant framework, which allows to integrate the dynamic mutual dependence of potential event participants into the discrimination process. Specifically, we formulate the group-oriented event participation problem as a variant two-stage discriminant framework to capture the users' preferences as well as their latent social connections. The experimental results on real-world data show that our method can effectively predict the event participation with a significant margin compared with several state-of-the-art baselines, which validates the hypothesis that dynamic mutual influence could play an important role in the decision-making process of social event participation.

The problem of Matrix Completion (MC) refers to the process of adding entries for unknown or missing values in a matrix. In this paper, we study the convex matrix completion problem in the form of trace norm bounding. Specifically, we propose a robust solution for this problem based on trace-ball optimization, which can creatively change the original trace norm constraint into the problem of low-rank matrix factorization. Therefore, by searching in a ball space defined by the new trace constraint, the rank of new matrix can be self-determined such that the local minimum for matrix factorization is the global minimum for the original matrix completion task. Meanwhile, we define a free parameter γ to control the model complexity of our approach in terms of how well it fits the training data. Particularly, we identify a value of γb, which is the minimal value of the trace norm, in a way such that the model can exactly fit the known entries in the matrix. Furthermore, we also empirically reveal an important property of our approach: that is, a variable η* generated by γ is always stable with the increase of the amount of training data. This can help to speed up the tuning of optimal parameters for large matrices. Finally, extensive experiments on several real-world datasets clearly validate the effectiveness of the proposed approach.

The popularity information in App stores, such as chart rankings, user ratings, and user reviews, provides an unprecedented opportunity to understand user experiences with mobile Apps, learn the process of adoption of mobile Apps, and thus enables better mobile App services. While the importance of popularity information is well recognized in the literature, the use of the popularity information for mobile App services is still fragmented and under-explored. To this end, in this paper, we propose a sequential approach based on hidden Markov model (HMM) for modeling the popularity information of mobile Apps toward mobile App services. Specifically, we first propose a popularity based HMM (PHMM) to model the sequences of the heterogeneous popularity observations of mobile Apps. Then, we introduce a bipartite based method to precluster the popularity observations. This can help to learn the parameters and initial values of the PHMM efficiently. Furthermore, we demonstrate that the PHMM is a general model and can be applicable for various mobile App services, such as trend based App recommendation, rating and review spam detection, and ranking fraud detection. Finally, we validate our approach on two real-world data sets collected from the Apple Appstore. Experimental results clearly validate both the effectiveness and efficiency of the proposed popularity modeling approach.

Ranking fraud in the mobile App market refers to fraudulent or deceptive activities which have a purpose of bumping up the Apps in the popularity list. Indeed, it becomes more and more frequent for App developers to use shady means, such as inflating their Apps' sales or posting phony App ratings, to commit ranking fraud. While the importance of preventing ranking fraud has been widely recognized, there is limited understanding and research in this area. To this end, in this paper, we provide a holistic view of ranking fraud and propose a ranking fraud detection system for mobile Apps. Specifically, we first propose to accurately locate the ranking fraud by mining the active periods, namely leading sessions, of mobile Apps. Such leading sessions can be leveraged for detecting the local anomaly instead of globalanomaly of App rankings. Furthermore, we investigate three types of evidences, i.e., ranking based evidences, rating based evidences and review based evidences, by modeling Apps' ranking, rating and review behaviors through statistical hypotheses tests. In addition, we propose an optimization based aggregation method to integrate all the evidences for fraud detection. Finally, we evaluate the proposed system with real-world App data collected from the iOS App Store for a long time period. In the experiments, we validate the effectiveness of the proposed system, and show the scalability of the detection algorithm as well as some regularity of ranking fraud activities.

For better viral marketing, there has been a lot of research on social influence maximization. However, the problem that who is influenced and how diverse the influenced population is, which is important in real-world marketing, has largely been neglected. To that end, in this paper, we propose to consider the magnitude of influence and the diversity of the influenced crowd simultaneously. Specifically, we formulate it as an optimization problem, i.e., diversified social influence maximization. First, we present a general framework for this problem, under which we construct a class of diversity measures to quantify the diversity of the influenced crowd. Meanwhile, we prove that a simple greedy algorithm guarantees to provide a near-optimal solution to the optimization problem. Furthermore, we relax the problem by focusing on the diversity of the nodes targeted for initial activation, and show how this relaxed form could be used to diversify the results of many heuristics, e.g., PageRank. Finally, we run extensive experiments on two real-world datasets, showing that our formulation is effective in generating diverse results.

Recent years have witnessed the rapid prevalence of online serials, which play an important role in our daily entertainment. A critical demand along this line is to predict the popularity of online serials, which can enable a wide range of applications, such as online advertising, and serial recommendation. However, compared with traditional online media such as user-generated content (UGC), online serials have unique characteristics of sequence dependence, release date dependence as well as unsynchronized update regularity. Therefore, the popularity prediction for online serials is a nontrivial task and still under-addressed. To this end, in this paper we present a comprehensive study for predicting the popularity of online serials with autoregressive models. Specifically, we first introduce a straightforward yet effective Naive Autoregressive (NAR) model based on the correlations of serial episodes. Furthermore, we develop a sophisticated model, namely Transfer Autoregressive (TAR) model, to capture the dynamic behaviors of audiences, which can achieve better prediction performance than the NAR model. Indeed, the two models can reveal the popularity generation from different perspectives. In addition, as a derivative of the TAR model, we also design a novel metric, namely favor, for evaluating the quality of online serials. Finally, extensive experiments on two real-world data sets clearly show that both models are effective and outperform baselines in terms of the popularity prediction for online serials. And the new metric performs better than other metrics for quality estimation.

Technology prospecting is a process to evaluate the potential business values of high tech companies from the technology perspective. In this paper, we provide a new view-angle to understand technology prospecting by studying the evolving distributions of technologies in the companies. Specifically, we first exploit topic models to learn technological context in the form of probabilistic distributions of assignees and locations from large-scale patent documents. Then, we develop a matching solution to measure the relationships between patent topics and the description documents of technology terms. In this way, we can obtain the distribution of technologies for each company. In addition, we are able to assess the technology prospecting of a company by a designed indicator, which allows to compare the levels of discrepancies between the emerging technology distributions available as Garner Hype Cycles and the distribution of technologies of the company. Finally, experimental results on real-world patent data show the effectiveness of our approach for technology prospecting.

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.

The GPS technology and new forms of urban geography have changed the paradigm for mobile services. As such, the abundant availability of GPS traces has enabled new ways of doing taxi business. Indeed, recent efforts have been made on developing mobile recommender systems for taxi drivers using Taxi GPS traces. These systems can recommend a sequence of pick-up points for the purpose of maximizing the probability of identifying a customer with the shortest driving distance. However, in the real world, the income of taxi drivers is strongly correlated with the effective driving hours. In other words, it is more critical for taxi drivers to know the actual driving routes to minimize the driving time before finding a customer. To this end, in this paper, we propose to develop a cost-effective recommender system for taxi drivers. The design goal is to maximize their profits when following the recommended routes for finding passengers. Specifically, we first design a net profit objective function for evaluating the potential profits of the driving routes. Then, we develop a graph representation of road networks by mining the historical taxi GPS traces and provide a Brute-Force strategy to generate optimal driving route for recommendation. However, a critical challenge along this line is the high computational cost of the graph based approach. Therefore, we develop a novel recursion strategy based on the special form of the net profit function for searching optimal candidate routes efficiently. Particularly, instead of recommending a sequence of pick-up points and letting the driver decide how to get to those points, our recommender system is capable of providing an entire driving route, and the drivers are able to find a customer for the largest potential profit by following the recommendations. This makes our recommender system more practical and profitable than other existing recommender systems. Finally, we carry out extensive experiments on a real-world data set collected from the San Francisco Bay area and the experimental results clearly validate the effectiveness of the proposed recommender system.

With the rapid prevalence of smart mobile devices, the number of mobile Apps available has exploded over the past few years. To facilitate the choice of mobile Apps, existing mobile App recommender systems typically recommend popular mobile Apps to mobile users. However, mobile Apps are highly varied and often poorly understood, particularly for their activities and functions related to privacy and security. Therefore, more and more mobile users are reluctant to adopt mobile Apps due to the risk of privacy invasion and other security concerns. To fill this crucial void, in this paper, we propose to develop a mobile App recommender system with privacy and security awareness. The design goal is to equip the recommender system with the functionality which allows to automatically detect and evaluate the security risk of mobile Apps. Then, the recommender system can provide App recommendations by considering both the Apps' popularity and the users' security preferences. Specifically, a mobile App can lead to security risk because insecure data access permissions have been implemented in this App. Therefore, we first develop the techniques to automatically detect the potential security risk for each mobile App by exploiting the requested permissions. Then, we propose a flexible approach based on modern portfolio theory for recommending Apps by striking a balance between the Apps' popularity and the users' security concerns, and build an App hash tree to efficiently recommend Apps. Finally, we evaluate our approach with extensive experiments on a large-scale data set collected from Google Play. The experimental results clearly validate the effectiveness of our approach.

Recent advances in mobile devices and their sensing capabilities have enabled the collection of rich contextual information and mobile device usage records through the device logs. These context-rich logs open a venue for mining the personal preferences of mobile users under varying contexts and thus enabling the development of personalized context-aware recommendation and other related services, such as mobile online advertising. In this article, we illustrate how to extract personal context-aware preferences from the context-rich device logs, or context logs for short, and exploit these identified preferences for building personalized context-aware recommender systems. A critical challenge along this line is that the context log of each individual user may not contain sufficient data for mining his or her context-aware preferences. Therefore, we propose to first learn common context-aware preferences from the context logs of many users. Then, the preference of each user can be represented as a distribution of these common context-aware preferences. Specifically, we develop two approaches for mining common context-aware preferences based on two different assumptions, namely, context-independent and context-dependent assumptions, which can fit into different application scenarios. Finally, extensive experiments on a real-world dataset show that both approaches are effective and outperform baselines with respect to mining personal context-aware preferences for mobile users.

The problem of mobile context recognition targets the identification of semantic meaning of context in a mobile environment. This plays an important role in understanding mobile user behaviors and thus provides the opportunity for the development of better intelligent context-aware services. A key step of context recognition is to model the personalized contextual information of mobile users. Although many studies have been devoted to mobile context modeling, limited efforts have been made on the exploitation of the sequential and dependency characteristics of mobile contextual information. Also, the latent semantics behind mobile context are often ambiguous and poorly understood. Indeed, a promising direction is to incorporate some domain knowledge of common contexts, such as “waiting for a bus” or “having dinner,” by modeling both labeled and unlabeled context data from mobile users because there are often few labeled contexts available in practice. To this end, in this article, we propose a sequence-based semisupervised approach to modeling personalized context for mobile users. Specifically, we first exploit the Bayesian Hidden Markov Model (B-HMM) for modeling context in the form of probabilistic distributions and transitions of raw context data. Also, we propose a sequential model by extending B-HMM with the prior knowledge of contextual features to model context more accurately. Then, to efficiently learn the parameters and initial values of the proposed models, we develop a novel approach for parameter estimation by integrating the Dirichlet Process Mixture (DPM) model and the Mixture Unigram (MU) model. Furthermore, by incorporating both user-labeled and unlabeled data, we propose a semisupervised learning-based algorithm to identify and model the latent semantics of context. Finally, experimental results on real-world data clearly validate both the efficiency and effectiveness of the proposed approaches for recognizing personalized context of mobile users.

The study of the use of mobile Apps plays an important role in understanding the user preferences, and thus provides the opportunities for intelligent personalized context-based services. A key step for the mobile App usage analysis is to classify Apps into some predefined categories. However, it is a nontrivial task to effectively classify mobile Apps due to the limited contextual information available for the analysis. For instance, there is limited contextual information about mobile Apps in their names. However, this contextual information is usually incomplete and ambiguous. To this end, in this paper, we propose an approach for first enriching the contextual information of mobile Apps by exploiting the additional Web knowledge from the Web search engine. Then, inspired by the observation that different types of mobile Apps may be relevant to different real-world contexts, we also extract some contextual features for mobile Apps from the context-rich device logs of mobile users. Finally, we combine all the enriched contextual information into the Maximum Entropy model for training a mobile App classifier. To validate the proposed method, we conduct extensive experiments on 443 mobile users' device logs to show both the effectiveness and efficiency of the proposed approach. The experimental results clearly show that our approach outperforms two state-of-the-art benchmark methods with a significant margin.

Ranking fraud in the mobile App market refers to fraudulent or deceptive activities which have a purpose of bumping up the Apps in the popularity list. Indeed, it becomes more and more frequent for App develops to use shady means, such as inflating their Apps' sales or posting phony App ratings, to commit ranking fraud. While the importance of preventing ranking fraud has been widely recognized, there is limited understanding and research in this area. To this end, in this paper, we provide a holistic view of ranking fraud and propose a ranking fraud detection system for mobile Apps. Specifically, we investigate two types of evidences, ranking based evidences and rating based evidences, by modeling Apps' ranking and rating behaviors through statistical hypotheses tests. In addition, we propose an optimization based aggregation method to integrate all the evidences for fraud detection. Finally, we evaluate the proposed system with real-world App data collected from the Apple's App Store for a long time period. In the experiments, we validate the effectiveness of the proposed system, and show the scalability of the detection algorithm as well as some regularity of ranking fraud activities.

A key step for the mobile app usage analysis is to classify apps into some predefined categories. However, it is a nontrivial task to effectively classify mobile apps due to the limited contextual information available for the analysis. To this end, in this paper, we propose an approach to first enrich the contextual information of mobile apps by exploiting the additional Web knowledge from the Web search engine. Then, inspired by the observation that different types of mobile apps may be relevant to different real-world contexts, we also extract some contextual features for mobile apps from the context-rich device logs of mobile users. Finally, we combine all the enriched contextual information into a Maximum Entropy model for training a mobile app classifier. The experimental results based on 443 mobile users' device logs clearly show that our approach outperforms two state-of-the-art benchmark methods with a significant margin.

In this paper, we illustrate how to extract personal context-aware preferences from the context-rich device logs (i.e., context logs) for building novel personalized context-aware recommender systems. A critical challenge along this line is that the context log of each individual user may not contain sufficient data for mining his/her context-aware preferences. Therefore, we propose to first learn common context-aware preferences from the context logs of many users. Then, the preference of each user can be represented as a distribution of these common context-aware preferences. Specifically, we develop two approaches for mining common context-aware preferences based on two different assumptions, namely, context independent and context dependent assumptions, which can fit into different application scenarios. Finally, extensive experiments on a real-world data set show that both approaches are effective and outperform baselines with respect to mining personal context-aware preferences for mobile users.

How to improve authority ranking is a crucial research problem for expert finding. In this paper, we propose a novel framework for expert finding based on the authority information in the target category as well as the relevant categories. First, we develop a scalable method for measuring the relevancy between categories through topic models. Then, we provide a link analysis approach for ranking user authority by considering the information in both the target category and the relevant categories. Finally, the extensive experiments on two large-scale real-world Q&A data sets clearly show that the proposed method outperforms the baseline methods with a significant margin.