Daily Papers

Large language models (LLMs) have emerged as an integral part of modern societies, powering user-facing applications such as personal assistants and enterprise applications like recruitment tools. Despite their utility, research indicates that LLMs perpetuate systemic biases. Yet, prior works on LLM harms predominantly focus on Western concepts like race and gender, often overlooking cultural concepts from other parts of the world. Additionally, these studies typically investigate "harm" as a singular dimension, ignoring the various and subtle forms in which harms manifest. To address this gap, we introduce the Covert Harms and Social Threats (CHAST), a set of seven metrics grounded in social science literature. We utilize evaluation models aligned with human assessments to examine the presence of covert harms in LLM-generated conversations, particularly in the context of recruitment. Our experiments reveal that seven out of the eight LLMs included in this study generated conversations riddled with CHAST, characterized by malign views expressed in seemingly neutral language unlikely to be detected by existing methods. Notably, these LLMs manifested more extreme views and opinions when dealing with non-Western concepts like caste, compared to Western ones such as race.

The presence of decision-making algorithms in society is rapidly increasing nowadays, while concerns about their transparency and the possibility of these algorithms becoming new sources of discrimination are arising. In fact, many relevant automated systems have been shown to make decisions based on sensitive information or discriminate certain social groups (e.g. certain biometric systems for person recognition). With the aim of studying how current multimodal algorithms based on heterogeneous sources of information are affected by sensitive elements and inner biases in the data, we propose a fictitious automated recruitment testbed: FairCVtest. We train automatic recruitment algorithms using a set of multimodal synthetic profiles consciously scored with gender and racial biases. FairCVtest shows the capacity of the Artificial Intelligence (AI) behind such recruitment tool to extract sensitive information from unstructured data, and exploit it in combination to data biases in undesirable (unfair) ways. Finally, we present a list of recent works developing techniques capable of removing sensitive information from the decision-making process of deep learning architectures. We have used one of these algorithms (SensitiveNets) to experiment discrimination-aware learning for the elimination of sensitive information in our multimodal AI framework. Our methodology and results show how to generate fairer AI-based tools in general, and in particular fairer automated recruitment systems.

In the last few decades, companies are interested to adopt an online automated recruitment process in an international recruitment environment. The problem is that the recruitment of employees through the manual procedure is a time and money consuming process. As a result, processing a significant number of applications through conventional methods can lead to the recruitment of clumsy individuals. Different JD/Resume matching model architectures have been proposed and reveal a high accuracy level in selecting relevant candidatesfor the required job positions. However, the development of an automatic recruitment system is still one of the main challenges. The reason is that the development of a fully automated recruitment system is a difficult task and poses different challenges. For example, providing a detailed matching explanation for the targeted stakeholders is needed to ensure a transparent recommendation. There are several knowledge bases that represent skills and competencies (e.g, ESCO, O*NET) that are used to identify the candidate and the required job skills for a matching purpose. Besides, modernpre-trained language models are fine-tuned for this context such as identifying lines where a specific feature was introduced. Typically, pre-trained language models use transfer-based machine learning models to be fine-tuned for a specific field. In this proposal, our aim is to explore how modern language models (based on transformers) can be combined with knowledge bases and ontologies to enhance the JD/Resume matching process. Our system aims at using knowledge bases and features to support the explainability of the JD/Resume matching. Finally, given that multiple software components, datasets, ontology, andmachine learning models will be explored, we aim at proposing a fair, ex-plainable, and traceable architecture for a Resume/JD matching purpose.

Online recruitment platforms typically employ Person-Job Fit models in the core service that automatically match suitable job seekers with appropriate job positions. While existing works leverage historical or contextual information, they often disregard a crucial aspect: job seekers' social relationships in professional networks. This paper emphasizes the importance of incorporating professional networks into the Person-Job Fit model. Our innovative approach consists of two stages: (1) defining a Workplace Heterogeneous Information Network (WHIN) to capture heterogeneous knowledge, including professional connections and pre-training representations of various entities using a heterogeneous graph neural network; (2) designing a Contextual Social Attention Graph Neural Network (CSAGNN) that supplements users' missing information with professional connections' contextual information. We introduce a job-specific attention mechanism in CSAGNN to handle noisy professional networks, leveraging pre-trained entity representations from WHIN. We demonstrate the effectiveness of our approach through experimental evaluations conducted across three real-world recruitment datasets from LinkedIn, showing superior performance compared to baseline models.

Online job ads serve as a valuable source of information for skill requirements, playing a crucial role in labor market analysis and e-recruitment processes. Since such ads are typically formatted in free text, natural language processing (NLP) technologies are required to automatically process them. We specifically focus on the task of detecting skills (mentioned literally, or implicitly described) and linking them to a large skill ontology, making it a challenging case of extreme multi-label classification (XMLC). Given that there is no sizable labeled (training) dataset are available for this specific XMLC task, we propose techniques to leverage general Large Language Models (LLMs). We describe a cost-effective approach to generate an accurate, fully synthetic labeled dataset for skill extraction, and present a contrastive learning strategy that proves effective in the task. Our results across three skill extraction benchmarks show a consistent increase of between 15 to 25 percentage points in R-Precision@5 compared to previously published results that relied solely on distant supervision through literal matches.

Crafting the ideal, job-specific resume is a challenging task for many job applicants, especially for early-career applicants. While it is highly recommended that applicants tailor their resume to the specific role they are applying for, manually tailoring resumes to job descriptions and role-specific requirements is often (1) extremely time-consuming, and (2) prone to human errors. Furthermore, performing such a tailoring step at scale while applying to several roles may result in a lack of quality of the edited resumes. To tackle this problem, in this demo paper, we propose ResumeFlow: a Large Language Model (LLM) aided tool that enables an end user to simply provide their detailed resume and the desired job posting, and obtain a personalized resume specifically tailored to that specific job posting in the matter of a few seconds. Our proposed pipeline leverages the language understanding and information extraction capabilities of state-of-the-art LLMs such as OpenAI's GPT-4 and Google's Gemini, in order to (1) extract details from a job description, (2) extract role-specific details from the user-provided resume, and then (3) use these to refine and generate a role-specific resume for the user. Our easy-to-use tool leverages the user-chosen LLM in a completely off-the-shelf manner, thus requiring no fine-tuning. We demonstrate the effectiveness of our tool via a video demo and propose novel task-specific evaluation metrics to control for alignment and hallucination. Our tool is available at https://job-aligned-resume.streamlit.app.

Recent developments in retrieval-augmented generation (RAG) for selecting relevant tools from a tool knowledge base enable LLM agents to scale their complex tool calling capabilities to hundreds or thousands of external tools, APIs, or agents-as-tools. However, traditional RAG-based tool retrieval fails to capture structured dependencies between tools, limiting the retrieval accuracy of a retrieved tool's dependencies. For example, among a vector database of tools, a "get stock price" API requires a "stock ticker" parameter from a "get stock ticker" API, and both depend on OS-level internet connectivity tools. In this paper, we address this limitation by introducing Graph RAG-Tool Fusion, a novel plug-and-play approach that combines the strengths of vector-based retrieval with efficient graph traversal to capture all relevant tools (nodes) along with any nested dependencies (edges) within the predefined tool knowledge graph. We also present ToolLinkOS, a new tool selection benchmark of 573 fictional tools, spanning over 15 industries, each with an average of 6.3 tool dependencies. We demonstrate that Graph RAG-Tool Fusion achieves absolute improvements of 71.7% and 22.1% over na\"ive RAG on ToolLinkOS and ToolSandbox benchmarks, respectively (mAP@10). ToolLinkOS dataset is available at https://github.com/EliasLumer/Graph-RAG-Tool-Fusion-ToolLinkOS

The automation of resume screening is a crucial aspect of the recruitment process in organizations. Automated resume screening systems often encompass a range of natural language processing (NLP) tasks. The advent of Large Language Models (LLMs) has notably enhanced the efficacy of these systems, showcasing their robust generalization abilities across diverse language-related tasks. Accompanying these developments are various agents based on LLMs, which facilitate their application in practical scenarios. This paper introduces a novel LLM-based agent framework for resume screening, aimed at enhancing efficiency and time management in recruitment processes. Our framework is distinct in its ability to efficiently summarize and grade each resume from a large dataset. Moreover, it utilizes LLM agents for decision-making, determining which candidates receive job offers, or which ones to bring in for interviews. To evaluate our framework, we constructed a dataset from actual resumes and conducted simulate a resume screening process. Subsequently, the outcomes of the simulation experiment were compared and subjected to detailed analysis. The results demonstrate that our automated resume screening framework is 11 times faster than traditional manual methods. Furthermore, by fine-tuning the LLMs, we observed a significant improvement in the F1 score, reaching 87.73\%, during the resume sentence classification phase. In the resume summarization and grading phase, our fine-tuned model surpassed the baseline performance of the GPT-3.5 model. Analysis of the decision-making efficacy of the LLM agents in the final offer stage further underscores the potential of LLM agents in transforming resume screening processes.

Large language models (LLMs) have garnered significant attention due to their impressive natural language processing (NLP) capabilities. Recently, many studies have focused on the tool utilization ability of LLMs. They primarily investigated how LLMs effectively collaborate with given specific tools. However, in scenarios where LLMs serve as intelligent agents, as seen in applications like AutoGPT and MetaGPT, LLMs are expected to engage in intricate decision-making processes that involve deciding whether to employ a tool and selecting the most suitable tool(s) from a collection of available tools to fulfill user requests. Therefore, in this paper, we introduce MetaTool, a benchmark designed to evaluate whether LLMs have tool usage awareness and can correctly choose tools. Specifically, we create a dataset called ToolE within the benchmark. This dataset contains various types of user queries in the form of prompts that trigger LLMs to use tools, including both single-tool and multi-tool scenarios. Subsequently, we set the tasks for both tool usage awareness and tool selection. We define four subtasks from different perspectives in tool selection, including tool selection with similar choices, tool selection in specific scenarios, tool selection with possible reliability issues, and multi-tool selection. We conduct experiments involving nine popular LLMs and find that the majority of them still struggle to effectively select tools, highlighting the existing gaps between LLMs and genuine intelligent agents. However, through the error analysis, we found there is still significant room for improvement. Finally, we conclude with insights for tool developers that follow ChatGPT to provide detailed descriptions that can enhance the tool selection performance of LLMs.

Candidate generation is the first stage in recommendation systems, where a light-weight system is used to retrieve potentially relevant items for an input user. These candidate items are then ranked and pruned in later stages of recommender systems using a more complex ranking model. Since candidate generation is the top of the recommendation funnel, it is important to retrieve a high-recall candidate set to feed into downstream ranking models. A common approach for candidate generation is to leverage approximate nearest neighbor (ANN) search from a single dense query embedding; however, this approach this can yield a low-diversity result set with many near duplicates. As users often have multiple interests, candidate retrieval should ideally return a diverse set of candidates reflective of the user's multiple interests. To this end, we introduce kNN-Embed, a general approach to improving diversity in dense ANN-based retrieval. kNN-Embed represents each user as a smoothed mixture over learned item clusters that represent distinct `interests' of the user. By querying each of a user's mixture component in proportion to their mixture weights, we retrieve a high-diversity set of candidates reflecting elements from each of a user's interests. We experimentally compare kNN-Embed to standard ANN candidate retrieval, and show significant improvements in overall recall and improved diversity across three datasets. Accompanying this work, we open source a large Twitter follow-graph dataset, to spur further research in graph-mining and representation learning for recommender systems.

Tool learning aims to augment large language models (LLMs) with diverse tools, enabling them to act as agents for solving practical tasks. Due to the limited context length of tool-using LLMs, adopting information retrieval (IR) models to select useful tools from large toolsets is a critical initial step. However, the performance of IR models in tool retrieval tasks remains underexplored and unclear. Most tool-use benchmarks simplify this step by manually pre-annotating a small set of relevant tools for each task, which is far from the real-world scenarios. In this paper, we propose ToolRet, a heterogeneous tool retrieval benchmark comprising 7.6k diverse retrieval tasks, and a corpus of 43k tools, collected from existing datasets. We benchmark six types of models on ToolRet. Surprisingly, even the models with strong performance in conventional IR benchmarks, exhibit poor performance on ToolRet. This low retrieval quality degrades the task pass rate of tool-use LLMs. As a further step, we contribute a large-scale training dataset with over 200k instances, which substantially optimizes the tool retrieval ability of IR models.

Conventional recommender systems (RSs) face challenges in precisely capturing users' fine-grained preferences. Large language models (LLMs) have shown capabilities in commonsense reasoning and leveraging external tools that may help address these challenges. However, existing LLM-based RSs suffer from hallucinations, misalignment between the semantic space of items and the behavior space of users, or overly simplistic control strategies (e.g., whether to rank or directly present existing results). To bridge these gap, we introduce ToolRec, a framework for LLM-empowered recommendations via tool learning that uses LLMs as surrogate users, thereby guiding the recommendation process and invoking external tools to generate a recommendation list that aligns closely with users' nuanced preferences. We formulate the recommendation process as a process aimed at exploring user interests in attribute granularity. The process factors in the nuances of the context and user preferences. The LLM then invokes external tools based on a user's attribute instructions and probes different segments of the item pool. We consider two types of attribute-oriented tools: rank tools and retrieval tools. Through the integration of LLMs, ToolRec enables conventional recommender systems to become external tools with a natural language interface. Extensive experiments verify the effectiveness of ToolRec, particularly in scenarios that are rich in semantic content.

Machine learning plays an ever-bigger part in online recruitment, powering intelligent matchmaking and job recommendations across many of the world's largest job platforms. However, the main text is rarely enough to fully understand a job posting: more often than not, much of the required information is condensed into the job title. Several organised efforts have been made to map job titles onto a hand-made knowledge base as to provide this information, but these only cover around 60\% of online vacancies. We introduce a novel, purely data-driven approach towards the detection of new job titles. Our method is conceptually simple, extremely efficient and competitive with traditional NER-based approaches. Although the standalone application of our method does not outperform a finetuned BERT model, it can be applied as a preprocessing step as well, substantially boosting accuracy across several architectures.

A reliable resume-job matching system helps a company recommend suitable candidates from a pool of resumes and helps a job seeker find relevant jobs from a list of job posts. However, since job seekers apply only to a few jobs, interaction labels in resume-job datasets are sparse. We introduce ConFit v2, an improvement over ConFit to tackle this sparsity problem. We propose two techniques to enhance the encoder's contrastive training process: augmenting job data with hypothetical reference resume generated by a large language model; and creating high-quality hard negatives from unlabeled resume/job pairs using a novel hard-negative mining strategy. We evaluate ConFit v2 on two real-world datasets and demonstrate that it outperforms ConFit and prior methods (including BM25 and OpenAI text-embedding-003), achieving an average absolute improvement of 13.8% in recall and 17.5% in nDCG across job-ranking and resume-ranking tasks.

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 10.35 million public job advertisements collected from major online recruitment platforms in China between 2021 and 2023, this dataset encompasses monthly recruitment demand for 2,324 types of skills across 521 companies. 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.

Large Language Models have found application in various mundane and repetitive tasks including Human Resource (HR) support. We worked with the domain experts of SAP SE to develop an HR support chatbot as an efficient and effective tool for addressing employee inquiries. We inserted a human-in-the-loop in various parts of the development cycles such as dataset collection, prompt optimization, and evaluation of generated output. By enhancing the LLM-driven chatbot's response quality and exploring alternative retrieval methods, we have created an efficient, scalable, and flexible tool for HR professionals to address employee inquiries effectively. Our experiments and evaluation conclude that GPT-4 outperforms other models and can overcome inconsistencies in data through internal reasoning capabilities. Additionally, through expert analysis, we infer that reference-free evaluation metrics such as G-Eval and Prometheus demonstrate reliability closely aligned with that of human evaluation.

Language models (LMs) are powerful yet mostly for text generation tasks. Tools have substantially enhanced their performance for tasks that require complex skills. However, many works adopt the term "tool" in different ways, raising the question: What is a tool anyway? Subsequently, where and how do tools help LMs? In this survey, we provide a unified definition of tools as external programs used by LMs, and perform a systematic review of LM tooling scenarios and approaches. Grounded on this review, we empirically study the efficiency of various tooling methods by measuring their required compute and performance gains on various benchmarks, and highlight some challenges and potential future research in the field.

The increasing reliance on online recruitment platforms coupled with the adoption of AI technologies has highlighted the critical need for efficient resume classification methods. However, challenges such as small datasets, lack of standardized resume templates, and privacy concerns hinder the accuracy and effectiveness of existing classification models. In this work, we address these challenges by presenting a comprehensive approach to resume classification. We curated a large-scale dataset of 13,389 resumes from diverse sources and employed Large Language Models (LLMs) such as BERT and Gemma1.1 2B for classification. Our results demonstrate significant improvements over traditional machine learning approaches, with our best model achieving a top-1 accuracy of 92\% and a top-5 accuracy of 97.5\%. These findings underscore the importance of dataset quality and advanced model architectures in enhancing the accuracy and robustness of resume classification systems, thus advancing the field of online recruitment practices.

Recent advancements in tool-equipped Agents (LLMs) have enabled complex tasks like secure database interactions and multi-agent code development. However, scaling tool capacity beyond agent reasoning or model limits remains a challenge. In this paper, we address these challenges by introducing Toolshed Knowledge Bases, a tool knowledge base (vector database) designed to store enhanced tool representations and optimize tool selection for large-scale tool-equipped Agents. Additionally, we propose Advanced RAG-Tool Fusion, a novel ensemble of tool-applied advanced retrieval-augmented generation (RAG) techniques across the pre-retrieval, intra-retrieval, and post-retrieval phases, without requiring model fine-tuning. During pre-retrieval, tool documents are enhanced with key information and stored in the Toolshed Knowledge Base. Intra-retrieval focuses on query planning and transformation to increase retrieval accuracy. Post-retrieval refines the retrieved tool documents and enables self-reflection. Furthermore, by varying both the total number of tools (tool-M) an Agent has access to and the tool selection threshold (top-k), we address trade-offs between retrieval accuracy, agent performance, and token cost. Our approach achieves 46%, 56%, and 47% absolute improvements on the ToolE single-tool, ToolE multi-tool and Seal-Tools benchmark datasets, respectively (Recall@5).

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.

A reliable resume-job matching system helps a company find suitable candidates from a pool of resumes, and helps a job seeker find relevant jobs from a list of job posts. However, since job seekers apply only to a few jobs, interaction records in resume-job datasets are sparse. Different from many prior work that use complex modeling techniques, we tackle this sparsity problem using data augmentations and a simple contrastive learning approach. ConFit first creates an augmented resume-job dataset by paraphrasing specific sections in a resume or a job post. Then, ConFit uses contrastive learning to further increase training samples from B pairs per batch to O(B^2) per batch. We evaluate ConFit on two real-world datasets and find it outperforms prior methods (including BM25 and OpenAI text-ada-002) by up to 19% and 31% absolute in nDCG@10 for ranking jobs and ranking resumes, respectively.

Large language models (LLMs) have displayed massive improvements in reason- ing and decision-making skills and can hold natural conversations with users. Many recent works seek to augment LLM-based assistants with external tools so they can access private or up-to-date information and carry out actions on behalf of users. To better measure the performance of these assistants, this paper introduces ToolTalk, a benchmark consisting of complex user intents re- quiring multi-step tool usage specified through dialogue. ToolTalk contains 28 tools grouped into 7 plugins, and includes a complete simulated implementa- tion of each tool, allowing for fully automated evaluation of assistants that rely on execution feedback. ToolTalk also emphasizes tools that externally affect the world rather than only tools for referencing or searching information. We evaluate GPT-3.5 and GPT-4 on ToolTalk resulting in success rates of 26% and 50% respectively. Our analysis of the errors reveals three major categories and suggests some future directions for improvement. We release ToolTalk at https://github.com/microsoft/ToolTalk.

Using tools by Large Language Models (LLMs) is a promising avenue to extend their reach beyond language or conversational settings. The number of tools can scale to thousands as they enable accessing sensory information, fetching updated factual knowledge, or taking actions in the real world. In such settings, in-context learning by providing a short list of relevant tools in the prompt is a viable approach. To retrieve relevant tools, various approaches have been suggested, ranging from simple frequency-based matching to dense embedding-based semantic retrieval. However, such approaches lack the contextual and common-sense understanding required to retrieve the right tools for complex user requests. Rather than increasing the complexity of the retrieval component itself, we propose leveraging LLM understanding to generate a retrieval query. Then, the generated query is embedded and used to find the most relevant tools via a nearest-neighbor search. We investigate three approaches for query generation: zero-shot prompting, supervised fine-tuning on tool descriptions, and alignment learning by iteratively optimizing a reward metric measuring retrieval performance. By conducting extensive experiments on a dataset covering complex and multi-tool scenarios, we show that leveraging LLMs for query generation improves the retrieval for in-domain (seen tools) and out-of-domain (unseen tools) settings.

There is a growing need for Large Language Models (LLMs) to effectively use tools and external Application Programming Interfaces (APIs) to plan and complete tasks. As such, there is tremendous interest in methods that can acquire sufficient quantities of train and test data that involve calls to tools / APIs. Two lines of research have emerged as the predominant strategies for addressing this challenge. The first has focused on synthetic data generation techniques, while the second has involved curating task-adjacent datasets which can be transformed into API / Tool-based tasks. In this paper, we focus on the task of identifying, curating, and transforming existing datasets and, in turn, introduce API-BLEND, a large corpora for training and systematic testing of tool-augmented LLMs. The datasets mimic real-world scenarios involving API-tasks such as API / tool detection, slot filling, and sequencing of the detected APIs. We demonstrate the utility of the API-BLEND dataset for both training and benchmarking purposes.

We introduce JobBERT-V3, a contrastive learning-based model for cross-lingual job title matching. Building on the state-of-the-art monolingual JobBERT-V2, our approach extends support to English, German, Spanish, and Chinese by leveraging synthetic translations and a balanced multilingual dataset of over 21 million job titles. The model retains the efficiency-focused architecture of its predecessor while enabling robust alignment across languages without requiring task-specific supervision. Extensive evaluations on the TalentCLEF 2025 benchmark demonstrate that JobBERT-V3 outperforms strong multilingual baselines and achieves consistent performance across both monolingual and cross-lingual settings. While not the primary focus, we also show that the model can be effectively used to rank relevant skills for a given job title, demonstrating its broader applicability in multilingual labor market intelligence. The model is publicly available: https://huggingface.co/TechWolf/JobBERT-v3.

Job titles form a cornerstone of today's human resources (HR) processes. Within online recruitment, they allow candidates to understand the contents of a vacancy at a glance, while internal HR departments use them to organize and structure many of their processes. As job titles are a compact, convenient, and readily available data source, modeling them with high accuracy can greatly benefit many HR tech applications. In this paper, we propose a neural representation model for job titles, by augmenting a pre-trained language model with co-occurrence information from skill labels extracted from vacancies. Our JobBERT method leads to considerable improvements compared to using generic sentence encoders, for the task of job title normalization, for which we release a new evaluation benchmark.

Accurately modeling the relationships between skills is a crucial part of human resources processes such as recruitment and employee development. Yet, no benchmarks exist to evaluate such methods directly. We construct and release SkillMatch, a benchmark for the task of skill relatedness, based on expert knowledge mining from millions of job ads. Additionally, we propose a scalable self-supervised learning technique to adapt a Sentence-BERT model based on skill co-occurrence in job ads. This new method greatly surpasses traditional models for skill relatedness as measured on SkillMatch. By releasing SkillMatch publicly, we aim to contribute a foundation for research towards increased accuracy and transparency of skill-based recommendation systems.

This paper presents a new tool learning dataset Seal-Tools, which contains self-instruct API-like tools. Seal-Tools not only offers a large number of tools, but also includes instances which demonstrate the practical application of tools. Seeking to generate data on a large scale while ensuring reliability, we propose a self-instruct method to generate tools and instances, allowing precise control over the process. Moreover, our Seal-Tools contains hard instances that call multiple tools to complete the job, among which some are nested tool callings. For precise and comprehensive evaluation, we use strict format control and design three metrics from different dimensions. Therefore, Seal-Tools can serve as a new benchmark to evaluate the tool-calling ability of LLMs. Finally, we evaluate several prevalent LLMs and our finetuned model on Seal-Tools. The results show that current systems are far from perfect. The code, data and experiment results are available at https://github.com/fairyshine/Seal-Tools .

Skill Extraction (SE) is an important and widely-studied task useful to gain insights into labor market dynamics. However, there is a lacuna of datasets and annotation guidelines; available datasets are few and contain crowd-sourced labels on the span-level or labels from a predefined skill inventory. To address this gap, we introduce SKILLSPAN, a novel SE dataset consisting of 14.5K sentences and over 12.5K annotated spans. We release its respective guidelines created over three different sources annotated for hard and soft skills by domain experts. We introduce a BERT baseline (Devlin et al., 2019). To improve upon this baseline, we experiment with language models that are optimized for long spans (Joshi et al., 2020; Beltagy et al., 2020), continuous pre-training on the job posting domain (Han and Eisenstein, 2019; Gururangan et al., 2020), and multi-task learning (Caruana, 1997). Our results show that the domain-adapted models significantly outperform their non-adapted counterparts, and single-task outperforms multi-task learning.