recruitment software developers

Abstract: Recruitment applications span diverse operations, from drafting job descriptions and interpreting queries to organizing profiles, assessing fit, and recommending candidates and jobs. Systematic LLM evaluation therefore requires task coverage that reflects this range of business needs. We introduce EHR-Bench, an open Chinese benchmark comprising twelve tasks across six capability families and five recruitment scenarios. The tasks cover generation, extraction, classification, retrieval, semantic similarity, and reciprocal ranking within one evaluation framework. An internal recruitment dataset guides task definitions, the occupation taxonomy and sampling targets, output requirements, and scoring protocols. Following these specifications, we construct 8,336 task instances from public materials and controlled augmentation, with source-aware expert review and documented provenance. We evaluate twelve LLMs through task-level, capability-level, and aggregate comparisons. Closely ranked models exhibit distinct task strengths, and performance varies across input sources, reference evidence, and candidate pools. Five shared models retain the same observed Overall ordering on a private operational reference, with variation in capability and task correspondence. EHR-Bench provides a reproducible foundation for systematic model assessment, task-specific model selection, and further research on LLMs for recruitment. The project repository is available at https://github.com/EhrBench/EHR-Bench.

Abstract: This paper investigates the task of predicting job experience levels in recruitment texts, aiming to automatically identify the qualifications required for positions. Unlike traditional text classification, recruitment texts typically possess explicit internal structures, with different paragraphs playing disproportionate roles in conveying experience clues. To address this, we propose a structure-aware Section-Aware BERT approach that segments and encodes key paragraphs (titles, responsibilities, requirements) for integrated modeling, building upon rule-based systems and classical baselines TF-IDF. Simultaneously, we evaluate large language models under both few-shot and fine-tuning settings on the same dataset to compare the capability boundaries of different modeling paradigms. Experimental results demonstrate that explicitly leveraging text structure significantly improves experience level prediction performance, particularly in scenarios with ambiguous job titles. Further error analysis reveals systemic challenges in this task, including confusion between Entry and Senior levels and the blurred boundaries of Mid-level positions. This research provides an effective modeling approach and analytical framework for understanding structured recruitment texts.

Abstract: Hiring is bilateral: employers assess fit, while candidates present and defend evidence of their qualifications. Yet résumé screening, the first gate, is commonly automated as a static, one-call judgment over a résumé-job pair. We study a two-agent alternative in which employer-side and candidate-side agents represent these roles, exchange evidence, and update their judgments before deciding who advances. We compare procedures on 600 constructed résumé-job pairs using GPT-5.5 and Claude Opus 4.7. Two-agent screening advances more applications (33.3% to 39.3% for GPT-5.5; 34.0% to 35.5% for Opus 4.7). Across three runs on the common 191-pair borderline pool, pass-instance rates rise from 4.5% to 26.2% and from 6.5% to 16.1%, respectively. This is not a uniform relaxation: two-agent screening rejects applications one-call advances, changing decisions in both directions. At similar pass volumes, the procedures advance different applications, and no one-call threshold recovers applications consistently selected by two-agent screening. Among discovery-selected cases re-executed in fresh runs, two-agent-only selections recur less often than shared selections, clearly under GPT-5.5 and less certainly under Opus 4.7, while a separate one-call follow-up shows no comparable decline. As hiring becomes agent-mediated on both sides, the screening procedure, not only the model behind it, shapes who reaches human review and how reliably that access recurs.