Recommendation systems (RSs) are increasingly used to guide job seekers on online platforms, yet the algorithms currently deployed are typically optimized for predictive objectives such as clicks, applications, or hires, rather than job seekers' welfare. We develop a job-search model with an application stage in which the value of a vacancy depends on two dimensions: the utility it delivers to the worker and the probability that an application succeeds. The model implies that welfare-optimal RSs rank vacancies by an expected-surplus index combining both, and shows why rankings based solely on utility, hiring probabilities, or observed application behavior are generically suboptimal, an instance of the inversion problem between behavior and welfare. We test these predictions and quantify their practical importance through two randomized field experiments conducted with the French public employment service. The first experiment, comparing existing algorithms and their combinations, provides behavioral evidence that both dimensions shape application decisions. Guided by the model and these results, the second experiment extends the comparison to an RS designed to approximate the welfare-optimal ranking. The experiments generate exogenous variation in the vacancies shown to job seekers, allowing us to estimate the model, validate its behavioral predictions, and construct a welfare metric. Algorithms informed by the model-implied optimal ranking substantially outperform existing approaches and perform close to the welfare-optimal benchmark. Our results show that embedding predictive tools within a simple job-search framework and combining it with experimental evidence yields recommendation rules with substantial welfare gains in practice.

We were fired, and we're owning it - here's how to find a new job that works for you The new year is a natural time to reflect, and for many of us, that involves thinking about our careers. Kristina O'Neill and Laura Brown are both editors who lost their jobs after restructures, and they initially thought it was the end of the world. I poured my heart into the role... I believed in the values we promoted. Yet, when it came to me, those values weren't there, says Laura.

'You'll jump into the deep end pretty much immediately,' Altman said while announcing the vacancy. 'You'll jump into the deep end pretty much immediately,' Altman said while announcing the vacancy. 'This will be a stressful job': Sam Altman offers $555k salary to fill most daunting role in AI New head of preparedness at OpenAI will face unnerving in-tray amid fears from some experts that AI could'turn on us' Mon 29 Dec 2025 09.44 ESTLast modified on Mon 29 Dec 2025 10.10 EST The maker of ChatGPT has advertised a $555,000-a-year vacancy with a daunting job description that would cause Superman to take a sharp intake of breath. In what may be close to the impossible job, the "head of preparedness" at OpenAI will be directly responsible for defending against risks from ever more powerful AIs to human mental health, cybersecurity and biological weapons. That is before the successful candidate has to start worrying about the possibility that AIs may soon begin training themselves amid fears from some experts they could "turn against us". "This will be a stressful job, and you'll jump into the deep end pretty much immediately," said Sam Altman, the chief executive of the San Francisco-based organisation, as he launched the hunt to fill "a critical role" to "help the world".

Point defects govern many important functional properties of two - dimensional ( 2D) materials. However, resolving the three - dimensional (3D) arrangement of these defects in multi - layer 2D materials remains a fundamental challenge, hindering rational defect engineering . Our approach reconstructs the 3D coordinates of vacancies across hundreds of thousands of lattice sites, generating robust statistical insight into their dist ribution that can be correlated with specinullic synthesis pathways. This large - scale data enables us to classify a hierarchy of defect structures -- from isolated vacancies to nanopores -- revealing their preferred formation and interaction mechanisms, as corroborated by molecular dynamics simulations . This work provides a generalizable framework for understanding and ultimately controlling point defects across large volumes, paving the way for the rational design of defect - engineered functional 2D materials. Keywords: 2D materials, point defects, autonomous materials science, electron microscopy, machine learning 2 Two - dimensional (2D) materials have become a major nullield of modern research in materials science after the discovery of graphene in 2004 . The challenge of characterizing point defects is signinullicantly amplinullied in few - layered 2D materials. For instance, MXenes -- a class of 2D transition metal carbides, carbonitrides, and nitrides -- consist of nanosheets containing two to nullive layers of metal ato ms, which complicates defect analysis compared to single - layer materials .

The application of Reinforcement Learning (RL) to economic modeling reveals a fundamental conflict between the assumptions of equilibrium theory and the emergent behavior of learning agents. While canonical economic models assume atomistic agents act as `takers' of aggregate market conditions, a naive single-agent RL simulation incentivizes the agent to become a `manipulator' of its environment. This paper first demonstrates this discrepancy within a search-and-matching model with concave production, showing that a standard RL agent learns a non-equilibrium, monopsonistic policy. Additionally, we identify a parametric bias arising from the mismatch between economic discounting and RL's treatment of intertemporal costs. To address both issues, we propose a calibrated Mean-Field Reinforcement Learning framework that embeds a representative agent in a fixed macroeconomic field and adjusts the cost function to reflect economic opportunity costs. Our iterative algorithm converges to a self-consistent fixed point where the agent's policy aligns with the competitive equilibrium. This approach provides a tractable and theoretically sound methodology for modeling learning agents in economic systems within the broader domain of computational social science.

Agent-based models (ABMs) are gaining increasing traction in several domains, due to their ability to represent complex systems that are not easily expressible with classical mathematical models. This expressivity and richness come at a cost: ABMs can typically be analyzed only through simulation, making their analysis challenging. Specifically, when studying the output of ABMs, the analyst is often confronted with practical questions such as: (i) how many independent replications should be run? (ii) how many initial time steps should be discarded as a warm-up? (iii) after the warm-up, how long should the model run? (iv) what are the right parameter values? Analysts usually resort to rules of thumb and experimentation, which lack statistical rigor. This is mainly because addressing these points takes time, and analysts prefer to spend their limited time improving the model. In this paper, we propose a methodology, drawing on the field of Statistical Model Checking, to automate the process and provide guarantees of statistical rigor for ABMs written in NetLogo, one of the most popular ABM platforms. We discuss MultiVeStA, a tool that dramatically reduces the time and human intervention needed to run statistically rigorous checks on ABM outputs, and introduce its integration with NetLogo. Using two ABMs from the NetLogo library, we showcase MultiVeStA's analysis capabilities for NetLogo ABMs, as well as a novel application to statistically rigorous calibration. Our tool-chain makes it immediate to perform statistical checks with NetLogo models, promoting more rigorous and reliable analyses of ABM outputs.

The use of recommender systems in the recruitment domain has been labeled as 'high-risk' in recent legislation. As a result, strict requirements regarding explainability and fairness have been put in place to ensure proper treatment of all involved stakeholders. To allow for stakeholder-specific explainability, while also handling highly heterogeneous recruitment data, we propose a novel explainable multi-stakeholder job recommender system using graph neural networks: the Occupational Knowledge-based Recommender using Attention (OKRA). The proposed method is capable of providing both candidate- and company-side recommendations and explanations. We find that OKRA performs substantially better than six baselines in terms of nDCG for two datasets. Furthermore, we find that the tested models show a bias toward candidates and vacancies located in urban areas. Overall, our findings suggest that OKRA provides a balance between accuracy, explainability, and fairness.

Among the factors of production, human capital or skilled manpower is the one that keeps evolving and adapts to changing conditions and resources. This adaptability makes human capital the most crucial factor in ensuring a sustainable growth of industry/sector. As new technologies are developed and adopted, the new generations are required to acquire skills in newer technologies in order to be employable. At the same time professionals are required to upskill and reskill themselves to remain relevant in the industry. There is however no straightforward method to identify the skill needs of the industry at a given point of time. Therefore, this paper proposes a data to decision framework that can successfully identify the desired skill set in a given area by analysing the advertorial data collected from popular online job portals and supplied as input to the framework. The proposed framework uses techniques of statistical analysis, data mining and natural language processing for the purpose. The applicability of the framework is demonstrated on CS&IT job advertisement data from India. The analytical results not only provide useful insights about current state of skill needs in CS&IT industry but also provide practical implications to prospective job applicants, training agencies, and institutions of higher education & professional training.

The recruitment process is undergoing a significant transformation with the increasing use of machine learning and natural language processing techniques. While previous studies have focused on automating candidate selection, the role of multiple vacancies in this process remains understudied. This paper addresses this gap by proposing a novel pipeline that leverages Large Language Models and graph similarity measures to suggest ideal candidates for specific job openings. Our approach represents candidate profiles as multimodal embeddings, enabling the capture of nuanced relationships between job requirements and candidate attributes. The proposed approach has significant implications for the recruitment industry, enabling companies to streamline their hiring processes and identify top talent more efficiently. Our work contributes to the growing body of research on the application of machine learning in human resources, highlighting the potential of LLMs and graph-based methods in revolutionizing the recruitment landscape.

The question of whether AI substitutes or complements human work is central to debates on the future of work. This paper examines the impact of AI on skill demand and compensation in the U.S. economy, analysing 12 million online job vacancies from 2018 to 2023. It investigates internal effects (within-job substitution and complementation) and external effects (across occupations, industries, and regions). Our findings reveal a significant increase in demand for AI-complementary skills, such as digital literacy, teamwork, and resilience, alongside rising wage premiums for these skills in AI roles like Data Scientist. Conversely, substitute skills, including customer service and text review, have declined in both demand and value within AI-related positions. Examining external effects, we find a notable rise in demand for complementary skills in non-AI roles linked to the growth of AI-related jobs in specific industries or regions. At the same time, there is a moderate decline in non-AI roles requiring substitute skills. Overall, AI's complementary effect is up to 50% larger than its substitution effect, resulting in net positive demand for skills. These results, replicated for the UK and Australia, highlight AI's transformative impact on workforce skill requirements. They suggest reskilling efforts should prioritise not only technical AI skills but also complementary skills like ethics and digital literacy.