Scalable Identification and Prioritization of Requisition-Specific Personal Competencies Using Large Language Models

In this work, we present a modular and interpretable framework that uses Large Language Models (LLMs) to automate candidate assessment in recruitment. The system integrates diverse sources, including job descriptions, CVs, interview transcripts, and HR feedback; to generate structured evaluation reports that mirror expert judgment. Unlike traditional ATS tools that rely on keyword matching or shallow scoring, our approach employs role-specific, LLM-generated rubrics and a multi-agent architecture to perform fine-grained, criteria-driven evaluations. The framework outputs detailed assessment reports, candidate comparisons, and ranked recommendations that are transparent, auditable, and suitable for real-world hiring workflows. Beyond rubric-based analysis, we introduce an LLM-Driven Active Listwise Tournament mechanism for candidate ranking. Instead of noisy pairwise comparisons or inconsistent independent scoring, the LLM ranks small candidate subsets (mini-tournaments), and these listwise permutations are aggregated using a Plackett-Luce model. An active-learning loop selects the most informative subsets, producing globally coherent and sample-efficient rankings. This adaptation of listwise LLM preference modeling (previously explored in financial asset ranking) provides a principled and highly interpretable methodology for large-scale candidate ranking in talent acquisition.

Talent recruitment is a critical, yet costly process for many industries, with high recruitment costs and long hiring cycles. Existing talent recommendation systems increasingly adopt large language models (LLMs) due to their remarkable language understanding capabilities. However, most prior approaches follow a pointwise paradigm, which requires LLMs to repeatedly process some text and fails to capture the relationships among candidates in the list, resulting in higher token consumption and suboptimal recommendations. Besides, LLMs exhibit position bias and the lost-in-the-middle issue when answering multiple-choice questions and processing multiple long documents. To address these issues, we introduce an implicit strategy to utilize LLM's potential output for the recommendation task and propose L3TR, a novel framework for listwise talent recommendation with LLMs. In this framework, we propose a block attention mechanism and a local positional encoding method to enhance inter-document processing and mitigate the position bias and concurrent token bias issue. We also introduce an ID sampling method for resolving the inconsistency between candidate set sizes in the training phase and the inference phase. We design evaluation methods to detect position bias and token bias and training-free debiasing methods. Extensive experiments on two real-world datasets validated the effectiveness of L3TR, showing consistent improvements over existing baselines.

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.