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.

Person-job fit is an essential part of online recruitment platforms in serving various downstream applications like Job Search and Candidate Recommendation. Recently, pretrained large language models have further enhanced the effectiveness by leveraging richer textual information in user profiles and job descriptions apart from user behavior features and job metadata. However, the general domain-oriented design struggles to capture the unique structural information within user profiles and job descriptions, leading to a loss of latent semantic correlations. We propose TAROT, a hierarchical multitask co-pretraining framework, to better utilize structural and semantic information for informative text embeddings. TAROT targets semi-structured text in profiles and jobs, and it is co-pretained with multi-grained pretraining tasks to constrain the acquired semantic information at each level. Experiments on a real-world LinkedIn dataset show significant performance improvements, proving its effectiveness in person-job fit tasks.

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.

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 Ability aware Person Job Fit Neural Network 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. 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.

Person-Job Fit is the process of matching the right talent for the right job by identifying talent competencies that are required for the job. While many qualitative efforts have been made in related fields, it still lacks of quantitative ways of measuring talent competencies as well as the job's talent requirements. To this end, in this paper, we propose a novel end-to-end data-driven model based on Convolutional Neural Network (CNN), namely Person-Job Fit Neural Network (PJFNN), for matching a talent qualification to the requirements of a job. To be specific, PJFNN is a bipartite neural network which can effectively learn the joint representation of Person-Job fitness from historical job applications. In particular, due to the design of a hierarchical representation structure, PJFNN can not only estimate whether a candidate fits a job, but also identify which specific requirement items in the job posting are satisfied by the candidate by measuring the distances between corresponding latent representations. Finally, the extensive experiments on a large-scale real-world dataset clearly validate the performance of PJFNN in terms of Person-Job Fit prediction. Also, we provide effective data visualization to show some job and talent benchmark insights obtained by PJFNN.