No abstract

Job recommendation is an important task for the modern recruitment industry. An excellent job recommender system not only enables to recommend a higher paying job which is maximally aligned with the skill-set of the current job, but also suggests to acquire few additional skills which are required to assume the new position. In this work, we created three types of information networks from the historical job data: (i) job transition network, (ii) job-skill network, and (iii) skill co-occurrence network. We provide a representation learning model which can utilize the information from all three networks to jointly learn the representation of the jobs and skills in the shared k-dimensional latent space. In our experiments, we show that by jointly learning the representation for the jobs and skills, our model provides better recommendation for both jobs and skills. Additionally, we also show some case studies which validate our claims.

Online job boards are one of the central components of modern recruitment industry. With millions of candidates browsing through job postings everyday, the need for accurate, effective, meaningful, and transparent job recommendations is apparent more than ever. While recommendation systems are successfully advancing in variety of online domains by creating social and commercial value, the job recommendation domain is less explored. Existing systems are mostly focused on content analysis of resumes and job descriptions, relying heavily on the accuracy and coverage of the semantic analysis and modeling of the content in which case, they end up usually suffering from rigidity and the lack of implicit semantic relations that are uncovered from users' behavior and could be captured by Collaborative Filtering (CF) methods. Few works which utilize CF do not address the scalability challenges of real-world systems and the problem of cold-start. In this paper, we propose a scalable item-based recommendation system for online job recommendations. Our approach overcomes the major challenges of sparsity and scalability by leveraging a directed graph of jobs connected by multi-edges representing various behavioral and contextual similarity signals. The short lived nature of the items (jobs) in the system and the rapid rate in which new users and jobs enter the system make the cold-start a serious problem hindering CF methods. We address this problem by harnessing the power of deep learning in addition to user behavior to serve hybrid recommendations. Our technique has been leveraged by CareerBuilder.com which is one of the largest job boards in the world to generate high-quality recommendations for millions of users.

Abstract-Collaborative Filtering (CF) is widely used in large-scale recommendation engines because of its efficiency, accuracy and scalability. However, in practice, the fact that recommendation engines based on CF require interactions between users and items before making recommendations, make it inappropriate for new items which haven't been exposed to the end users to interact with. This is known as the cold-start problem. In this paper we introduce a novel approach which employs deep learning to tackle this problem in any CF based recommendation engine. One of the most important features of the proposed technique is the fact that it can be applied on top of any existing CF based recommendation engine without changing the CF core. We successfully applied this technique to overcome the item cold-start problem in Careerbuilder's CF based recommendation engine. Our experiments show that the proposed technique is very efficient to resolve the coldstart problem while maintaining high accuracy of the CF recommendations.

Subjective and sentiment analysis have gained considerable attention recently. Most of the resources and systems built so far are done for English. The need for designing systems for other languages is increasing. This paper surveys different ways used for building systems for subjective and sentiment analysis for languages other than English. There are three different types of systems used for building these systems. The first (and the best) one is the language specific systems. The second type of systems involves reusing or transferring sentiment resources from English to the target language. The third type of methods is based on using language independent methods. The paper presents a separate section devoted to Arabic sentiment analysis.