As recruitment and talent acquisition have become more and more competitive, recruitment firms have become more sophisticated in using machine learning (ML) methodologies for optimizing their day to day activities. But, most of published ML based methodologies in this area have been limited to the tasks like candidate matching, job to skill matching, job classification and normalization. In this work, we discuss a novel task in the recruitment domain, namely, application count forecasting, motivation of which comes from designing of effective outreach activities to attract qualified applicants. We show that existing auto-regressive based time series forecasting methods perform poorly for this task. Henceforth, we propose a multimodal LM-based model which fuses job-posting metadata of various modalities through a simple encoder. Experiments from large real-life datasets from CareerBuilder LLC show the effectiveness of the proposed method over existing state-of-the-art methods.
The emergence of new and disruptive technologies makes the economy and labor market more unstable. To overcome this kind of uncertainty and to make the labor market more comprehensible, we must employ labor market intelligence techniques, which are predominantly based on data analysis. Companies use job posting sites to advertise their job vacancies, known as online job vacancies (OJVs). LinkedIn is one of the most utilized websites for matching the supply and demand sides of the labor market; companies post their job vacancies on their job pages, and LinkedIn recommends these jobs to job seekers who are likely to be interested. However, with the vast number of online job vacancies, it becomes challenging to discern overarching trends in the labor market. In this paper, we propose a data mining-based approach for job classification in the modern online labor market. We employed structural topic modeling as our methodology and used the NASDAQ-100 indexed companies' online job vacancies on LinkedIn as the input data. We discover that among all 13 job categories, Marketing, Branding, and Sales; Software Engineering; Hardware Engineering; Industrial Engineering; and Project Management are the most frequently posted job classifications. This study aims to provide a clearer understanding of job market trends, enabling stakeholders to make informed decisions in a rapidly evolving employment landscape.
This case study investigates the task of job classification in a real-world setting, where the goal is to determine whether an English-language job posting is appropriate for a graduate or entry-level position. We explore multiple approaches to text classification, including supervised approaches such as traditional models like Support Vector Machines (SVMs) and state-of-the-art deep learning methods such as DeBERTa. We compare them with Large Language Models (LLMs) used in both few-shot and zero-shot classification settings. To accomplish this task, we employ prompt engineering, a technique that involves designing prompts to guide the LLMs towards the desired output. Specifically, we evaluate the performance of two commercially available state-of-the-art GPT-3.5-based language models, text-davinci-003 and gpt-3.5-turbo. We also conduct a detailed analysis of the impact of different aspects of prompt engineering on the model's performance. Our results show that, with a well-designed prompt, a zero-shot gpt-3.5-turbo classifier outperforms all other models, achieving a 6% increase in Precision@95% Recall compared to the best supervised approach. Furthermore, we observe that the wording of the prompt is a critical factor in eliciting the appropriate "reasoning" in the model, and that seemingly minor aspects of the prompt significantly affect the model's performance.
Using a taxonomy to organize information requires classifying objects (documents, images, etc) with appropriate taxonomic classes. The flexible nature of zero-shot learning is appealing for this task because it allows classifiers to naturally adapt to taxonomy modifications. This work studies zero-shot multi-label document classification with fine-tuned language models under realistic taxonomy expansion scenarios in the human resource domain. Experiments show that zero-shot learning can be highly effective in this setting. When controlling for training data budget, zero-shot classifiers achieve a 12% relative increase in macro-AP when compared to a traditional multi-label classifier trained on all classes. Counterintuitively, these results suggest in some settings it would be preferable to adopt zero-shot techniques and spend resources annotating more documents with an incomplete set of classes, rather than spreading the labeling budget uniformly over all classes and using traditional classification techniques. Additional experiments demonstrate that adopting the well-known filter/re-rank decomposition from the recommender systems literature can significantly reduce the computational burden of high-performance zero-shot classifiers, empirically resulting in a 98% reduction in computational overhead for only a 2% relative decrease in performance. The evidence presented here demonstrates that zero-shot learning has the potential to significantly increase the flexibility of taxonomies and highlights directions for future research.
Determining the job is suitable for a student or a person looking for work based on their job's descriptions such as knowledge and skills that are difficult, as well as how employers must find ways to choose the candidates that match the job they require. In this paper, we focus on studying the job prediction using different deep neural network models including TextCNN, Bi-GRU-LSTM-CNN, and Bi-GRU-CNN with various pre-trained word embeddings on the IT Job dataset. In addition, we also proposed a simple and effective ensemble model combining different deep neural network models. The experimental results illustrated that our proposed ensemble model achieved the highest result with an F1 score of 72.71%. Moreover, we analyze these experimental results to have insights about this problem to find better solutions in the future.