Daily Papers

The impact of person-job fit on job satisfaction and performance is widely acknowledged, which highlights the importance of providing workers with next steps at the right time in their career. This task of predicting the next step in a career is known as career path prediction, and has diverse applications such as turnover prevention and internal job mobility. Existing methods to career path prediction rely on large amounts of private career history data to model the interactions between job titles and companies. We propose leveraging the unexplored textual descriptions that are part of work experience sections in resumes. We introduce a structured dataset of 2,164 anonymized career histories, annotated with ESCO occupation labels. Based on this dataset, we present a novel representation learning approach, CareerBERT, specifically designed for work history data. We develop a skill-based model and a text-based model for career path prediction, which achieve 35.24% and 39.61% recall@10 respectively on our dataset. Finally, we show that both approaches are complementary as a hybrid approach achieves the strongest result with 43.01% recall@10.

Understanding labor market dynamics is essential for policymakers, employers, and job seekers. However, comprehensive datasets that capture real-world career trajectories are scarce. In this paper, we introduce JobHop, a large-scale public dataset derived from anonymized resumes provided by VDAB, the public employment service in Flanders, Belgium. Utilizing Large Language Models (LLMs), we process unstructured resume data to extract structured career information, which is then mapped to standardized ESCO occupation codes using a multi-label classification model. This results in a rich dataset of over 2.3 million work experiences, extracted from and grouped into more than 391,000 user resumes and mapped to standardized ESCO occupation codes, offering valuable insights into real-world occupational transitions. This dataset enables diverse applications, such as analyzing labor market mobility, job stability, and the effects of career breaks on occupational transitions. It also supports career path prediction and other data-driven decision-making processes. To illustrate its potential, we explore key dataset characteristics, including job distributions, career breaks, and job transitions, demonstrating its value for advancing labor market research.

Skill Classification (SC) is the task of classifying job competences from job postings. This work is the first in SC applied to Danish job vacancy data. We release the first Danish job posting dataset: Kompetencer (en: competences), annotated for nested spans of competences. To improve upon coarse-grained annotations, we make use of The European Skills, Competences, Qualifications and Occupations (ESCO; le Vrang et al., 2014) taxonomy API to obtain fine-grained labels via distant supervision. We study two setups: The zero-shot and few-shot classification setting. We fine-tune English-based models and RemBERT (Chung et al., 2020) and compare them to in-language Danish models. Our results show RemBERT significantly outperforms all other models in both the zero-shot and the few-shot setting.

Skills play a central role in the job market and many human resources (HR) processes. In the wake of other digital experiences, today's online job market has candidates expecting to see the right opportunities based on their skill set. Similarly, enterprises increasingly need to use data to guarantee that the skills within their workforce remain future-proof. However, structured information about skills is often missing, and processes building on self- or manager-assessment have shown to struggle with issues around adoption, completeness, and freshness of the resulting data. Extracting skills is a highly challenging task, given the many thousands of possible skill labels mentioned either explicitly or merely described implicitly and the lack of finely annotated training corpora. Previous work on skill extraction overly simplifies the task to an explicit entity detection task or builds on manually annotated training data that would be infeasible if applied to a complete vocabulary of skills. We propose an end-to-end system for skill extraction, based on distant supervision through literal matching. We propose and evaluate several negative sampling strategies, tuned on a small validation dataset, to improve the generalization of skill extraction towards implicitly mentioned skills, despite the lack of such implicit skills in the distantly supervised data. We observe that using the ESCO taxonomy to select negative examples from related skills yields the biggest improvements, and combining three different strategies in one model further increases the performance, up to 8 percentage points in RP@5. We introduce a manually annotated evaluation benchmark for skill extraction based on the ESCO taxonomy, on which we validate our models. We release the benchmark dataset for research purposes to stimulate further research on the task.

This paper introduces a new tool, OccCANINE, to automatically transform occupational descriptions into the HISCO classification system. The manual work involved in processing and classifying occupational descriptions is error-prone, tedious, and time-consuming. We finetune a preexisting language model (CANINE) to do this automatically thereby performing in seconds and minutes what previously took days and weeks. The model is trained on 14 million pairs of occupational descriptions and HISCO codes in 13 different languages contributed by 22 different sources. Our approach is shown to have accuracy, recall and precision above 90 percent. Our tool breaks the metaphorical HISCO barrier and makes this data readily available for analysis of occupational structures with broad applicability in economics, economic history and various related disciplines.