To cope with the accelerating pace of technological changes, talents are urged to add and refresh their skills for staying in active and gainful employment. This raises a natural question: what are the right skills to learn? Indeed, it is a nontrivial task to measure the popularity of job skills due to the diversified criteria of jobs and the complicated connections within job skills. To that end, in this paper, we propose a data driven approach for modeling the popularity of job skills based on the analysis of large-scale recruitment data. Specifically, we first build a job skill network by exploring a large corpus of job postings. Then, we develop a novel Skill Popularity based Topic Model (SPTM) for modeling the generation of the skill network. In particular, SPTM can integrate different criteria of jobs (e.g., salary levels, company size) as well as the latent connections within skills, thus we can effectively rank the job skills based on their multi-faceted popularity. Extensive experiments on real-world recruitment data validate the effectiveness of SPTM for measuring the popularity of job skills, and also reveal some interesting rules, such as the popular job skills which lead to high-paid employment.
Recently, researchers are devoted to combining data mining techniques with recruitment market analysis, including offer categorization @cite_6 , talent career path analysis @cite_17 , market trend analysis @cite_12 @cite_13 , and talent circles @cite_14 . However, few of them studied the problem of measuring the popularity of job skill in recruitment market, not to mention the multi-faceted popularity ranking, which is the focus of this paper. .
@cite_14 @cite_6 @cite_13 @cite_12 @cite_17
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The study of career development has become more important during a time of rising competition. Even with the help of newly available big data in the field of human resources, it is challenging to prospect the career development of talents in an effective manner, since the nature and structure of talent careers can change quickly. To this end, in this paper, we propose a novel survival analysis approach to model the talent career paths, with a focus on two critical issues in talent management, namely turnover and career progression. Specifically, for modeling the talent turnover behaviors, we formulate the prediction of survival status at a sequence of time intervals as a multi-task learning problem by considering the prediction at each time interval as a task. Also, we impose the ranking constraints to model both censored and uncensored data, and capture the intrinsic properties exhibited in general lifetime modeling with non-recurrent and recurrent events. Similarly, for modeling the talent career progression, each task concerns the prediction of a relative occupational level at each time interval. The ranking constraints imposed on different occupational levels can help to reduce the prediction error. Finally, we evaluate our approach with several state-of-the-art baseline methods on real-world talent data. The experimental results clearly demonstrate the effectiveness of the proposed models for predicting the turnover and career progression of talents. With the high mobility of talent, it becomes critical for the recruitment team to find the right talent from the right source in an efficient manner. The prevalence of Online Professional Networks (OPNs), such as LinkedIn, enables the new paradigm for talent recruitment and job search. However, the dynamic and complex nature of such talent information imposes significant challenges to identify prospective talent sources from large-scale professional networks. Therefore, in this paper, we propose to create a job transition network where vertices stand for organizations and a directed edge represents the talent flow between two organizations for a time period. By analyzing this job transition network, it is able to extract talent circles in a way such that every circle includes the organizations with similar talent exchange patterns. Then, the characteristics of these talent circles can be used for talent recruitment and job search. To this end, we develop a talent circle detection model and design the corresponding learning method by maximizing the Normalized Discounted Cumulative Gain (NDCG) of inferred probability for the edge existence based on edge weights. Then, the identified circles will be labeled by the representative organizations as well as keywords in job descriptions. Moreover, based on these identified circles, we develop a talent exchange prediction method for talent recommendation. Finally, we have performed extensive experiments on real-world data. The results show that, our method can achieve much higher modularity when comparing to the benchmark approaches, as well as high precision and recall for talent exchange prediction. Recruitment market analysis provides valuable understanding of industry-specific economic growth and plays an important role for both employers and job seekers. With the rapid development of online recruitment services, massive recruitment data have been accumulated and enable a new paradigm for recruitment market analysis. However, traditional methods for recruitment market analysis largely rely on the knowledge of domain experts and classic statistical models, which are usually too general to model large-scale dynamic recruitment data, and have difficulties to capture the fine-grained market trends. To this end, in this paper, we propose a new research paradigm for recruitment market analysis by leveraging unsupervised learning techniques for automatically discovering recruitment market trends based on large-scale recruitment data. Specifically, we develop a novel sequential latent variable model, named MTLVM, which is designed for capturing the sequential dependencies of corporate recruitment states and is able to automatically learn the latent recruitment topics within a Bayesian generative framework. In particular, to capture the variability of recruitment topics over time, we design hierarchical dirichlet processes for MTLVM. These processes allow to dynamically generate the evolving recruitment topics. Finally, we implement a prototype system to empirically evaluate our approach based on real-world recruitment data in China. Indeed, by visualizing the results from MTLVM, we can successfully reveal many interesting findings, such as the popularity of LBS related jobs reached the peak in the 2nd half of 2014, and decreased in 2015. Despite the importance of data mining techniques to customer relationship management (CRM), there is a lack of a comprehensive literature review and a classification scheme for it. This is the first identifiable academic literature review of the application of data mining techniques to CRM. It provides an academic database of literature between the period of 2000-2006 covering 24 journals and proposes a classification scheme to classify the articles. Nine hundred articles were identified and reviewed for their direct relevance to applying data mining techniques to CRM. Eighty-seven articles were subsequently selected, reviewed and classified. Each of the 87 selected papers was categorized on four CRM dimensions (Customer Identification, Customer Attraction, Customer Retention and Customer Development) and seven data mining functions (Association, Classification, Clustering, Forecasting, Regression, Sequence Discovery and Visualization). Papers were further classified into nine sub-categories of CRM elements under different data mining techniques based on the major focus of each paper. The review and classification process was independently verified. Findings of this paper indicate that the research area of customer retention received most research attention. Of these, most are related to one-to-one marketing and loyalty programs respectively. On the other hand, classification and association models are the two commonly used models for data mining in CRM. Our analysis provides a roadmap to guide future research and facilitate knowledge accumulation and creation concerning the application of data mining techniques in CRM. Many aspects of people's lives are proven to be deeply connected to their jobs. In this paper, we first investigate the distinct characteristics of major occupation categories based on tweets. From multiple social media platforms, we gather several types of user information. From users' LinkedIn webpages, we learn their proficiencies. To overcome the ambiguity of self-reported information, a soft clustering approach is applied to extract occupations from crowd-sourced data. Eight job categories are extracted, including Marketing, Administrator, Start-up, Editor, Software Engineer, Public Relation, Office Clerk, and Designer. Meanwhile, users' posts on Twitter provide cues for understanding their linguistic styles, interests, and personalities. Our results suggest that people of different jobs have unique tendencies in certain language styles and interests. Our results also clearly reveal distinctive levels in terms of Big Five Traits for different jobs. Finally, a classifier is built to predict job types based on the features extracted from tweets. A high accuracy indicates a strong discrimination power of language features for job prediction task. The trends in a research field, especially changes in the features over the years, are subjects of interest for many researchers. This paper reports an exploratory analysis of the changes of research topics in an academic field. The target data of the analysis are the author-keywords included in papers presented at a series of academic conferences, IEEE International Conference on Data Mining (ICDM). The analysis process consists of three phases: (1) frequency of keywords, (2) appearance of keywords in papers, and (3) relationships among keywords. In phase 1, bar charts were used to observe the ranking of frequencies. In phases 2 and 3, anchored maps were adopted. The anchored maps are based on the spring-embedder model, but they provide viewpoints by using fixed "anchors." The analysis process revealed the major topics in the field of data mining and some changes in the relationships among topics. For decades large corporations as well as labor placement services have maintained extensive yet static resume databanks. Online professional networks like LinkedIn have taken these resume databanks to a dynamic, constantly updated and massive scale professional profile dataset spanning career records from hundreds of industries, millions of companies and hundreds of millions of people worldwide. Using this professional profile dataset, this paper attempts to model profiles of individuals as a sequence of positions held by them as a time-series of nodes, each of which represents one particular position or job experience in the individual's career trajectory. These career trajectory models can be employed in various utility applications including career trajectory planning for students in schools & universities using knowledge inferred from real world career outcomes. They can also be employed for decoding sequences to uncover paths leading to certain professional milestones from a user's current professional status. We deploy the proposed technique to ascertain professional similarity between two individuals by developing a similarity measure SimCareers (Similar Career Paths). The measure employs sequence alignment between two career trajectories to quantify professional similarity between career paths. To the best of our knowledge, SimCareers is the first framework to model professional similarity between two people taking account their career trajectory information. We posit, that using the temporal and structural features of a career trajectory for modeling profile similarity is a far more superior approach than using similarity measures on semi-structured attribute representation of a profile for this application. We validate our hypothesis by extensive quantitative evaluations on a gold dataset of similar profiles generated from recruiting activity logs from actual recruiters using LinkedIn. In addition, we show significant improvements in engagement by running an A B test on a real-world application called Similar Profiles on LinkedIn, world's largest online professional network. We live in a computerized and networked society where many of our actions leave a digital trace and affect other people’s actions. This has lead to the emergence of a new data-driven research field: mathematical methods of computer science, statistical physics and sociometry provide insights on a wide range of disciplines ranging from social science to human mobility. A recent important discovery is that search engine traffic (i.e., the number of requests submitted by users to search engines on the www) can be used to track and, in some cases, to anticipate the dynamics of social phenomena. Successful examples include unemployment levels, car and home sales, and epidemics spreading. Few recent works applied this approach to stock prices and market sentiment. However, it remains unclear if trends in financial markets can be anticipated by the collective wisdom of on-line users on the web. Here we show that daily trading volumes of stocks traded in NASDAQ-100 are correlated with daily volumes of queries related to the same stocks. In particular, query volumes anticipate in many cases peaks of trading by one day or more. Our analysis is carried out on a unique dataset of queries, submitted to an important web search engine, which enable us to investigate also the user behavior. We show that the query volume dynamics emerges from the collective but seemingly uncoordinated activity of many users. These findings contribute to the debate on the identification of early warnings of financial systemic risk, based on the activity of users of the www. When analysing human activities using data mining or machine learning techniques, it can be useful to infer properties such as the gender or age of the people involved. This paper focuses on the sub-problem of gender recognition, which has been studied extensively in the literature, with two main problems remaining unsolved: how to improve the accuracy on real-world face images, and how to generalise the models to perform well on new datasets. We address these problems by collecting five million weakly labelled face images, and performing three different experiments, investigating: the performance difference between convolutional neural networks (CNNs) of differing depths and a support vector machine approach using local binary pattern features on the same training data, the effect of contextual information on classification accuracy, and the ability of convolutional neural networks and large amounts of training data to generalise to cross-database classification. We report record-breaking results on both the Labeled Faces in the Wild (LFW) dataset, achieving an accuracy of 98.90 , and the Images of Groups (GROUPS) dataset, achieving an accuracy of 91.34 for cross-database gender classification. Most data mining algorithms and tools stop at discovered customer models, producing distribution information on customer profiles. Such techniques, when applied to industrial problems such as customer relationship management (CRM), are useful in pointing out customers who are likely attritors and customers who are loyal, but they require human experts to postprocess the discovered knowledge manually. Most of the postprocessing techniques have been limited to producing visualization results and interestingness ranking, but they do not directly suggest actions that would lead to an increase in the objective function such as profit. In this paper, we present novel algorithms that suggest actions to change customers from an undesired status (such as attritors) to a desired one (such as loyal) while maximizing an objective function: the expected net profit. These algorithms can discover cost-effective actions to transform customers from undesirable classes to desirable ones. The approach we take integrates data mining and decision making tightly by formulating the decision making problems directly on top of the data mining results in a postprocessing step. To improve the effectiveness of the approach, we also present an ensemble of decision trees which is shown to be more robust when the training data changes. Empirical tests are conducted on both a realistic insurance application domain and UCI benchmark data One of the major applications of data mining is in helping companies determine which potential customers to market to. If the expected profit from a customer is greater than the cost of marketing to her, the marketing action for that customer is executed. So far, work in this area has considered only the intrinsic value of the customer (i.e, the expected profit from sales to her). We propose to model also the customer's network value: the expected profit from sales to other customers she may influence to buy, the customers those may influence, and so on recursively. Instead of viewing a market as a set of independent entities, we view it as a social network and model it as a Markov random field. We show the advantages of this approach using a social network mined from a collaborative filtering database. Marketing that exploits the network value of customers---also known as viral marketing---can be extremely effective, but is still a black art. Our work can be viewed as a step towards providing a more solid foundation for it, taking advantage of the availability of large relevant databases. Most data mining algorithms and tools stop at discovered customer models, producing distribution information on customer profiles. Such techniques, when applied to industrial problems such as customer relationship management (CRM), are useful in pointing out customers who are likely attritors and customers who are loyal, but they require human experts to postprocess the mined information manually. Most of the postprocessing techniques have been limited to producing visualization results and interestingness ranking, but they do not directly suggest actions that would lead to an increase the objective function such as profit. Here, we present a novel algorithm that suggest actions to change customers from an undesired status (such as attritors) to a desired one (such as loyal) while maximizing objective function: the expected net profit. We develop these algorithms under resource constraints that are abound in reality. The contribution of the work is in taking the output from an existing mature technique (decision trees, for example), and producing novel, actionable knowledge through automatic postprocessing. Investors make decisions based on various factors, including consumer price index, price-earnings ratio, and also miscellaneous events reported by newspapers. In order to assist their decisions in a timely manner, many studies have been conducted to automatically analyze those information sources in the last decades. However, the majority of the efforts was made for utilizing numerical information, partly due to the difficulty to process natural language texts and to make sense of their temporal properties. This study sheds light on this problem by using deep learning, which has been attracting much attention in various areas of research including pattern mining and machine learning for its ability to automatically construct useful features from a large amount of data. Specifically, this study proposes an approach to market trend prediction based on a recurrent deep neural network to model temporal effects of past events. The validity of the proposed approach is demonstrated on the real-world data for ten Nikkei companies. We study the problem of matching applicants to jobs under one-sided preferences; that is, each applicant ranks a non-empty subset of jobs under an order of preference, possibly involving ties. A matching M is said to be more popular than T if the applicants that prefer M to T outnumber those that prefer T to M. A matching is said to be popular if there is no matching more popular than it. Equivalently, a matching M is popular if @f(M,T)>[email protected](T,M) for all matchings T, where @f(X,Y) is the number of applicants that prefer X to Y. Previously studied solution concepts based on the popularity criterion are either not guaranteed to exist for every instance (e.g., popular matchings) or are NP-hard to compute (e.g., least unpopular matchings). This paper addresses this issue by considering mixed matchings. A mixed matching is simply a probability distribution over matchings in the input graph. The function @f that compares two matchings generalizes in a natural manner to mixed matchings by taking expectation. A mixed matching P is popular if @f(P,Q)>[email protected](Q,P) for all mixed matchings Q. We show that popular mixed matchings always exist and we design polynomial time algorithms for finding them. Then we study their efficiency and give tight bounds on the price of anarchy and price of stability of the popular matching problem. Managing and Mining Graph Data is a comprehensive survey book in graph data analytics. It contains extensive surveys on important graph topics such as graph languages, indexing, clustering, data generation, pattern mining, classification, keyword search, pattern matching, and privacy. It also studies a number of domain-specific scenarios such as stream mining, web graphs, social networks, chemical and biological data. The chapters are written by leading researchers, and provide a broad perspective of the area. This is the first comprehensive survey book in the emerging topic of graph data processing. Managing and Mining Graph Data is designed for a varied audience composed of professors, researchers and practitioners in industry. This volume is also suitable as a reference book for advanced-level database students in computer science. About the Editors:Charu C. Aggarwal obtained his B.Tech in Computer Science from IIT Kanpur in 1993 and Ph.D. from MIT in 1996. He has worked as a researcher at IBM since then, and has published over 130 papers in major data mining conferences and journals. He has applied for or been granted over 70 US and International patents, and has thrice been designated a Master Inventor at IBM. He has received an IBM Corporate award for his work on data stream analytics, and an IBM Outstanding Innovation Award for his work on privacy technology. He has served on the executive committees of most major data mining conferences. He has served as an associate editor of the IEEE TKDE, as an associate editor of the ACM SIGKDD Explorations, and as an action editor of the DMKD Journal. He is a fellow of the IEEE, and a life-member of the ACM. Haixun Wang is currently a researcher at Microsoft Research Asia. He received the B.S. and the M.S. degree, both in computer science, from Shanghai Jiao Tong University in 1994 and 1996. He received the Ph.D. degree in computer science from the University of California, Los Angeles in 2000. He subsequently worked as a researcher at IBMuntil 2009. His main research interest is database language and systems, data mining, and information retrieval. He has published more than 100 research papers in referred international journals and conference proceedings. He serves as an associate editor of the IEEE TKDE, and has served as a reviewer and program committee member of leading database conferences and journals. Several pattern discovery methods proposed in the data mining literature have the drawbacks that they discover too many obvious or irrelevant patterns and that they do not leverage to a full extent valuable prior domain knowledge that decision makers have. In this paper we propose a new method of discovery that addresses these drawbacks. In particular we propose a new method of discovering unexpected patterns that takes into consideration prior background knowledge of decision makers. This prior knowledge constitutes a set of expectations or beliefs about the problem domain. Our proposed method of discovering unexpected patterns uses these beliefs to seed the search for patterns in data that contradict the beliefs. To evaluate the practicality of our approach, we applied our algorithm to consumer purchase data from a major market research company and to web logfile data tracked at an academic Web site and present our findings in the paper. In this paper, we present two methods for classification of different social network actors (individuals or organizations) such as leaders (e.g., news groups), lurkers, spammers and close associates. The first method is a two-stage process with a fuzzy-set theoretic (FST) approach to evaluation of the strengths of network links (or equivalently, actor-actor relationships) followed by a simple linear classifier to separate the actor classes. Since this method uses a lot of contextual information including actor profiles, actor-actor tweet and reply frequencies, it may be termed as a context-dependent approach. To handle the situation of limited availability of actor data for learning network link strengths, we also present a second method that performs actor classification by matching their short-term (say, roughly 25 days) tweet patterns with the generic tweet patterns of the prototype actors of different classes. Since little contextual information is used here, this can be called a context-independent approach. Our experimentation with over 500 randomly sampled records from a twitter database consists of 441,234 actors, 2,045,804 links, 6,481,900 tweets, and 2,312,927 total reply messages indicates that, in the context-independent analysis, a multilayer perceptron outperforms on both on classification accuracy and a new F-measure for classification performance, the Bayes classifier and Random Forest classifiers. However, as expected, the context-dependent analysis using link strengths evaluated using the FST approach in conjunction with some actor information reveals strong clustering of actor data based on their types, and hence can be considered as a superior approach when data available for training the system is abundant. With the spread of data mining technologies and the accumulation of social data, such technologies and data are being used for determinations that seriously affect people's lives. For example, credit scoring is frequently determined based on the records of past credit data together with statistical prediction techniques. Needless to say, such determinations must be socially and legally fair from a viewpoint of social responsibility, namely, it must be unbiased and nondiscriminatory in sensitive features, such as race, gender, religion, and so on. Several researchers have recently begun to attempt the development of analysis techniques that are aware of social fairness or discrimination. They have shown that simply avoiding the use of sensitive features is insufficient for eliminating biases in determinations, due to the indirect influence of sensitive information. From a privacy-preserving viewpoint, this can be interpreted as hiding sensitive information when classification results are observed. In this paper, we first discuss three causes of unfairness in machine learning. We then propose a regularization approach that is applicable to any prediction algorithm with probabilistic discriminative models. We further apply this approach to logistic regression and empirically show its effectiveness and efficiency. In personalized recommendation, candidate generation plays an infrastructural role by retrieving candidates out of billions of items. During this process, substitutes and complements constitute two main classes of retrieved candidates: substitutable products are interchangeable, whereas complementary products might be purchased together by users. Discriminating substitutable and complementary products is playing an increasingly important role in e-commerce portals by affecting the performance of candidate generation, e.g., when a user has browsed a t-shirt, it is reasonable to retrieve similar t-shirts, i.e., substitutes; whereas if the user has already purchased one, it would be better to retrieve trousers, hats or shoes, as complements of t-shirts. In this paper, we propose a path-constrained framework (PMSC) for discriminating substitutes and complements. Specifically, for each product, we first learn its embedding representations in a general semantic space. Thereafter, we project the embedding vectors into two separate spaces via a novel mapping function. In the end, we incorporate each embedding with path-constraints to further boost the discriminative ability of the model. Extensive experiments conducted on two e-commerce datasets show the effectiveness of our proposed method. The selection of adequate job candidates is very long and challenging process for each employer. The system presented in this paper is aiming to decrease the time for candidate selection on the pre-employment stage using automatic personality screening based on visual, audio and lexical cues from short video-clips. The system is build to predict candidate scores of 5 Big Personality Traits and to estimate a final decision, to which degree the person from video-clip has to be invited to the job interview. For each channel a set of relevant features is extracted, which are used to train separately from each other using Deep Learning. In the final stage all three results are fused together into final scores prediction. The experiment was conducted on first impression database and achieved significant performance.