arXiv subjects

Jeroen Van Hautte

Publications and source records attributed to Jeroen Van Hautte.

12 recordsLinked to original sources

arXiv2026

Unified Work Embeddings: Contrastive Learning of a Bidirectional Multi-task Ranker

Applications in labor market intelligence demand specialized NLP systems for a wide range of tasks, characterized by extreme multi-label target spaces, strict latency constraints, and multiple text modalities such as skills and job titles. These constraints have led to isolated, task-specific developments in the field, with models and benchmarks focused on single prediction tasks. Exploiting the shared structure of work-related data, we propose a unifying framework, combining a wide range of tasks in a multi-task ranking benchmark, and a flexible architecture tackling text-driven work tasks with a single model. The benchmark, WorkBench, is the first unified evaluation suite spanning six work-related tasks formulated explicitly as ranking problems, curated from real-world ontologies and human-annotated resources. WorkBench enables cross-task analysis, where we find significant positive cross-task transfer. This insight leads to Unified Work Embeddings (UWE), a task-agnostic bi-encoder that exploits our training-data structure with a many-to-many InfoNCE objective, and leverages token-level embeddings with task-agnostic soft late interaction. UWE demonstrates zero-shot ranking performance on unseen target spaces in the work domain, and enables low-latency inference with two orders of magnitude fewer parameters than best-performing generalist models (Qwen3-8B), with +4.4 MAP improvement.

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arXiv2026

WorkRB: A Community-Driven Evaluation Framework for AI in the Work Domain

Today's evolving labor markets rely increasingly on recommender systems for hiring, talent management, and workforce analytics, with natural language processing (NLP) capabilities at the core. Yet, research in this area remains highly fragmented. Studies employ divergent ontologies (ESCO, O*NET, national taxonomies), heterogeneous task formulations, and diverse model families, making cross-study comparison and reproducibility exceedingly difficult. General-purpose benchmarks lack coverage of work-specific tasks, and the inherent sensitivity of employment data further limits open evaluation. We present \textbf{WorkRB} (Work Research Benchmark), the first open-source, community-driven benchmark tailored to work-domain AI. WorkRB organizes 13 diverse tasks from 7 task groups as unified recommendation and NLP tasks, including job/skill recommendation, candidate recommendation, similar item recommendation, and skill extraction and normalization. WorkRB enables both monolingual and cross-lingual evaluation settings through dynamic loading of multilingual ontologies. Developed within a multi-stakeholder ecosystem of academia, industry, and public institutions, WorkRB has a modular design for seamless contributions and enables integration of proprietary tasks without disclosing sensitive data. WorkRB is available under the Apache 2.0 license at https://github.com/techwolf-ai/WorkRB.

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arXiv2025

Multilingual JobBERT for Cross-Lingual Job Title Matching

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.

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arXiv2025

Efficient Text Encoders for Labor Market Analysis

Labor market analysis relies on extracting insights from job advertisements, which provide valuable yet unstructured information on job titles and corresponding skill requirements. While state-of-the-art methods for skill extraction achieve strong performance, they depend on large language models (LLMs), which are computationally expensive and slow. In this paper, we propose \textbf{ConTeXT-match}, a novel contrastive learning approach with token-level attention that is well-suited for the extreme multi-label classification task of skill classification. \textbf{ConTeXT-match} significantly improves skill extraction efficiency and performance, achieving state-of-the-art results with a lightweight bi-encoder model. To support robust evaluation, we introduce \textbf{Skill-XL}, a new benchmark with exhaustive, sentence-level skill annotations that explicitly address the redundancy in the large label space. Finally, we present \textbf{JobBERT V2}, an improved job title normalization model that leverages extracted skills to produce high-quality job title representations. Experiments demonstrate that our models are efficient, accurate, and scalable, making them ideal for large-scale, real-time labor market analysis.

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arXiv2024

SkillMatch: Evaluating Self-supervised Learning of Skill Relatedness

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.

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arXiv2024

On the Biased Assessment of Expert Finding Systems

In large organisations, identifying experts on a given topic is crucial in leveraging the internal knowledge spread across teams and departments. So-called enterprise expert retrieval systems automatically discover and structure employees' expertise based on the vast amount of heterogeneous data available about them and the work they perform. Evaluating these systems requires comprehensive ground truth expert annotations, which are hard to obtain. Therefore, the annotation process typically relies on automated recommendations of knowledge areas to validate. This case study provides an analysis of how these recommendations can impact the evaluation of expert finding systems. We demonstrate on a popular benchmark that system-validated annotations lead to overestimated performance of traditional term-based retrieval models and even invalidate comparisons with more recent neural methods. We also augment knowledge areas with synonyms to uncover a strong bias towards literal mentions of their constituent words. Finally, we propose constraints to the annotation process to prevent these biased evaluations, and show that this still allows annotation suggestions of high utility. These findings should inform benchmark creation or selection for expert finding, to guarantee meaningful comparison of methods.

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arXiv2023

Career Path Prediction using Resume Representation Learning and Skill-based Matching

The impact of person-job fit on job satisfaction and performance is widely acknowledged, which highlights the importance of providing workers with next steps at the right time in their career. This task of predicting the next step in a career is known as career path prediction, and has diverse applications such as turnover prevention and internal job mobility. Existing methods to career path prediction rely on large amounts of private career history data to model the interactions between job titles and companies. We propose leveraging the unexplored textual descriptions that are part of work experience sections in resumes. We introduce a structured dataset of 2,164 anonymized career histories, annotated with ESCO occupation labels. Based on this dataset, we present a novel representation learning approach, CareerBERT, specifically designed for work history data. We develop a skill-based model and a text-based model for career path prediction, which achieve 35.24% and 39.61% recall@10 respectively on our dataset. Finally, we show that both approaches are complementary as a hybrid approach achieves the strongest result with 43.01% recall@10.

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arXiv2023

Extreme Multi-Label Skill Extraction Training using Large Language 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 \textit{R-Precision@5} compared to previously published results that relied solely on distant supervision through literal matches.

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arXiv2022

Design of Negative Sampling Strategies for Distantly Supervised Skill Extraction

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.

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arXiv2021

JobBERT: Understanding Job Titles through Skills

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.

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arXiv2020

Leveraging the Inherent Hierarchy of Vacancy Titles for Automated Job Ontology Expansion

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.

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arXiv2019

Bad Form: Comparing Context-Based and Form-Based Few-Shot Learning in Distributional Semantic Models

Word embeddings are an essential component in a wide range of natural language processing applications. However, distributional semantic models are known to struggle when only a small number of context sentences are available. Several methods have been proposed to obtain higher-quality vectors for these words, leveraging both this context information and sometimes the word forms themselves through a hybrid approach. We show that the current tasks do not suffice to evaluate models that use word-form information, as such models can easily leverage word forms in the training data that are related to word forms in the test data. We introduce 3 new tasks, allowing for a more balanced comparison between models. Furthermore, we show that hyperparameters that have largely been ignored in previous work can consistently improve the performance of both baseline and advanced models, achieving a new state of the art on 4 out of 6 tasks.

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