Abstract--Accurate, fair, and explainable allocation of candidates to roles represents a fundamental challenge across multiple domains including corporate hiring, academic admissions, fellowship awards, and volunteer placement systems. Current state-of-the-art approaches suffer from semantic inflexibility, persistent demographic bias, opacity in decision-making processes, and poor scalability under dynamic policy constraints. Our experimental evaluation on large-scale international benchmarks comprising 20,000 candidate profiles and 3,000 role specifications demonstrates superior performance with 94.5% top-3 allocation accuracy, 37% improvement in diversity representation, 0.98 fairness score across demographic categories, and sub-second end-to-end latency. Additionally, GESA incorporates hybrid recommendation capabilities and glass-box explainability, making it suitable for deployment across diverse international contexts in industry, academia, and non-profit sectors. The problem of matching candidates to appropriate roles efficiently and fairly represents one of the most critical challenges in modern organizational and institutional decision-making processes. This challenge spans multiple domains: corporate talent acquisition where companies struggle to identify optimal candidates from thousands of applications [1], academic admissions where universities must select students who will thrive in specific programs [2], research fellowship allocation where funding bodies need to match candidates with projects [3], and volunteer placement systems where non-profit organizations seek to optimize volunteer-task assignments [4]. Despite decades of research and development, existing allocation systems continue to exhibit fundamental limitations that significantly impact their effectiveness and fairness. First, semantic inflexibility remains a persistent issue--traditional keyword-based and static embedding approaches fail to capture the nuanced contextual relationships between candidate qualifications and role requirements [5].

As large language models (LLMs) become increasingly integrated into hiring processes, concerns about fairness have gained prominence. When applying for jobs, companies often request/require demographic information, including gender, race, and disability or veteran status. This data is collected to support diversity and inclusion initiatives, but when provided to LLMs, especially disability-related information, it raises concerns about potential biases in candidate selection outcomes. Many studies have highlighted how disability can impact CV screening, yet little research has explored the specific effect of voluntarily disclosed information on LLM-driven candidate selection. This study seeks to bridge that gap. When candidates shared identical gender, race, qualifications, experience, and backgrounds, and sought jobs with minimal employment rate gaps between individuals with and without disabilities (e.g., Cashier, Software Developer), LLMs consistently favored candidates who disclosed that they had no disability. Even in cases where candidates chose not to disclose their disability status, the LLMs were less likely to select them compared to those who explicitly stated they did not have a disability. Our dataset and code are available at: https://github.com/kamruzzaman15/

Foundation models require fine-tuning to ensure their generative outputs align with intended results for specific tasks. Automating this fine-tuning process is challenging, as it typically needs human feedback that can be expensive to acquire. We present AutoRefine, a method that leverages reinforcement learning for targeted fine-tuning, utilizing direct feedback from measurable performance improvements in specific downstream tasks. We demonstrate the method for a problem arising in algorithmic hiring platforms where linguistic biases influence a recommendation system. In this setting, a generative model seeks to rewrite given job specifications to receive more diverse candidate matches from a recommendation engine which matches jobs to candidates. Our model detects and regulates biases in job descriptions to meet diversity and fairness criteria. The experiments on a public hiring dataset and a real-world hiring platform showcase how large language models can assist in identifying and mitigation biases in the real world.

Social choice theory is the study of preference aggregation across a population, used both in mechanism design for human agents and in the democratic alignment of language models. In this study, we propose the representative social choice framework for the modeling of democratic representation in collective decisions, where the number of issues and individuals are too large for mechanisms to consider all preferences directly. These scenarios are widespread in real-world decision-making processes, such as jury trials, indirect elections, legislation processes, corporate governance, and, more recently, language model alignment. In representative social choice, the population is represented by a finite sample of individual-issue pairs based on which social choice decisions are made. We show that many of the deepest questions in representative social choice can be naturally formulated as statistical learning problems, and prove the generalization properties of social choice mechanisms using the theory of machine learning. We further formulate axioms for representative social choice, and prove Arrow-like impossibility theorems with new combinatorial tools of analysis. Our framework introduces the representative approach to social choice, opening up research directions at the intersection of social choice, learning theory, and AI alignment.

Many companies and organizations have started to use some form of AIenabled auto mated tools to assist in their hiring process, e.g. screening resumes, interviewing candi dates, performance evaluation. While those AI tools have greatly improved human re source operations efficiency and provided conveniences to job seekers as well, there are increasing concerns on unfair treatment to candidates, caused by underlying bias in AI systems. Laws around equal opportunity and fairness, like GDPR, CCPA, are introduced or under development, in attempt to regulate AI. However, it is difficult to implement AI regulations in practice, as technologies are constantly advancing and the risk perti nent to their applications can fail to be recognized. This study examined deep learning methods, a recent technology breakthrough, with focus on their application to automated resume screening. One impressive performance of deep learning methods is the represen tation of individual words as lowdimensional numerical vectors, called word embedding, which are learned from aggregated global wordword cooccurrence statistics from a cor pus, like Wikipedia or Google news. The resulting word representations possess interest ing linear substructures of the word vector space and have been widely used in down stream tasks, like resume screening. However, word embedding inherits and reinforces the stereotyping from the training corpus, as deep learning models essentially learn a probability distribution of words and their relations from history data. Our study finds out that if we rely on such deeplearningpowered automated resume screening tools, it may lead to decisions favoring or disfavoring certain demographic groups and raise eth ical, even legal, concerns. To address the issue, we developed bias mitigation method. Extensive experiments on real candidate resumes are conducted to validate our study

In a cluttered online world, few can resist the convenience of an automated ranking when deciding what movie to watch on Netflix or which seafood restaurant looks promising in a Google search. But when it comes to finding a job candidate or someone to do a basic household task, there's often a human toll to letting algorithms do the work. Searches on popular recruiting sites might seem like a neutral way to find prospective candidates, but their underlying technology can reinforce biases by excluding underrepresented groups, including women. For instance, research shows that women receive fewer employment reviews on the popular online freelancing site TaskRabbit compared to men with the same experience--and this lack of reviews can lower the rankings of women in talent search algorithms. "Maybe there is a bias from people who have been traditionally hiring men," explains Himabindu Lakkaraju, an assistant professor at Harvard Business School.

Text generation has long been a popular research topic in NLP. However, the task of generating recruitment emails from recruiters to candidates in the job recommendation scenario has received little attention by the research community. This work aims at defining the topic of automatic email generation for job recommendation, identifying the challenges, and providing a baseline template-based solution for Danish jobs. Evaluation by human experts shows that our method is effective. We wrap up by discussing the future research directions for better solving this task.

Whether you're faced with countless job applications or simply looking to improve the quality of your workforce with the best candidates, you will require some form of automation to ease your workload. In this article, I will share what automation there exists and how it helps you. Gone were and should be the days of traditional recruiting where one has to manually source and evaluate candidate profiles high up in the recruitment funnel. This is not only resource-intensive in effort but in time. Leveraging on the power of web-scraped data, recruiters can automatically source for candidate profiles from the web and evaluate them in an automated fashion based on the relevance of the applicants' skill sets, years of experience, etc and save tons of time and manpower.

Bias is a complex societal notion that has gained traction among Artificial Intelligence researchers and practitioners. As we use AI-enabled systems today, from unlocking our phones to deciding one's creditworthiness, it has become crucial to define what are the biases and harms of Machine Learning Systems and find ways to mitigate them. There are many definitions for Algorithmic Bias, the one I choose today is of Kate Crawford 2017, "A skew that produces a type of harm". In 2018, Reuters reported that Amazon secretly scrapped their resume screening tools as it was being unfair to women candidates. Engineers at Amazon trained a machine learning model to score candidates profiles based on their resumes.

Machine learning predictors have been increasingly applied in production settings, including in one of the world's largest hiring platforms, Hired, to provide a better candidate and recruiter experience. The ability to provide actionable feedback is desirable for candidates to improve their chances of achieving success in the marketplace. Until recently, however, methods aimed at providing actionable feedback have been limited in terms of realism and latency. In this work, we demonstrate how, by applying a newly introduced method based on Generative Adversarial Networks (GANs), we are able to overcome these limitations and provide actionable feedback in real-time to candidates in production settings. Our experimental results highlight the significant benefits of utilizing a GAN-based approach on our dataset relative to two other state-of-the-art approaches (including over 1000x latency gains). We also illustrate the potential impact of this approach in detail on two real candidate profile examples.