Fine-Tuning Strategy, Not Just Data: A Statistically Rigorous Audit of Gender and Stereotypical Bias in Embedding Models for HR Recommendation Systems

This paper presents a comparative evaluation of dense embedding models for semantic candidate-job matching in high-volume staffing workflows. Incoming job descriptions are converted into structured English search text and language-specific keywords through LLM-based parsing, and candidate profiles are indexed as semantically enriched resume representations. We evaluate EmbeddingGemma (base) against EmbeddingGemma fine-tuned with Cached Multiple Negatives Ranking Loss (MNRL) within a unified hybrid retrieval pipeline that fuses vector similarity and full-text relevance via reciprocal rank fusion (RRF), and benchmark both against the MPNet model on a batch comparative evaluation dataset scored through the deployed job-candidate matching scoring pipeline. We further document, with mathematical detail, the broader set of contrastive fine-tuning objectives considered during model development (including AnglE/CoSENT-style refinement) and the empirical rationale for retaining Cached-MNRL-only adaptation as the preferred configuration. To support reproducible model selection, we define a broader evaluation framework comprising standard information retrieval metrics (Recall@K, mean reciprocal rank, nDCG) under the exact hybrid-retrieval protocol; the metrics used for the evaluation reported in this paper are fine-tuning convergence diagnostics and a batch comparative evaluation using the deployed AI-Match score and an independent LLM-as-a-Judge relevance score, and we state this scope explicitly rather than implying the full framework was measured. The paper addresses the gap between general-purpose embedding benchmarks and enterprise job-candidate matching constraints, providing a structured basis for comparing embedding strategies under realistic job-candidate retrieval conditions.

AI-based recruitment systems that rely on machine learning models trained on historical CV data, risk perpetuating and amplifying social biases. A key challenge arises in unstructured CV text, where pre-trained language model embeddings may infer sensitive attributes such as gender even after explicit indicators are removed. In this paper, we evaluate nine pre-trained embedding models on the synthetic FairCVdb dataset, analyzing the informativeness of their embeddings for applicant scoring and their susceptibility to gender leakage, on both original and gender-scrubbed biographies. We further use a multi-task adversarial learning framework with gradient reversal to predict applicant suitability while suppressing gender information from learned representations. Finally, we use a multi-objective Pareto-front-based model selection to balance predictive utility and fairness. Our experimental results show that explicit gender scrubbing substantially reduces but does not eliminate gender leakage, while adversarial learning improves fairness mainly on original biographies and acts as a complementary strategy rather than a substitute for text-level debiasing.

The growing prominence of large language models (LLMs) in daily life has heightened concerns that LLMs exhibit many of the same gender-related biases as their creators. In the context of hiring decisions, we quantify the degree to which LLMs perpetuate societal biases and investigate prompt engineering as a bias mitigation technique. Our findings suggest that for a given resumé, an LLM is more likely to hire a female candidate and perceive them as more qualified, but still recommends lower pay relative to male candidates.