Daily Papers

People rely on social skills like conflict resolution to communicate effectively and to thrive in both work and personal life. However, practice environments for social skills are typically out of reach for most people. How can we make social skill training more available, accessible, and inviting? Drawing upon interdisciplinary research from communication and psychology, this perspective paper identifies social skill barriers to enter specialized fields. Then we present a solution that leverages large language models for social skill training via a generic framework. Our AI Partner, AI Mentor framework merges experiential learning with realistic practice and tailored feedback. This work ultimately calls for cross-disciplinary innovation to address the broader implications for workforce development and social equality.

Background: Large Language Models emerged with the potential of provoking a revolution in software development (e.g., automating processes, workforce transformation). Although studies have started to investigate the perceived impact of LLMs for software development, there is a need for empirical studies to comprehend how to balance forward and backward effects of using LLMs. Objective: We investigated how LLMs impact software development and how to manage the impact from a software developer's perspective. Method: We conducted 22 interviews with software practitioners across 3 rounds of data collection and analysis, between October (2024) and September (2025). We employed socio-technical grounded theory (STGT) for data analysis to rigorously analyse interview participants' responses. Results: We identified the benefits (e.g., maintain software development flow, improve developers' mental model, and foster entrepreneurship) and disadvantages (e.g., negative impact on developers' personality and damage to developers' reputation) of using LLMs at individual, team, organisation, and society levels; as well as best practices on how to adopt LLMs. Conclusion: Critically, we present the trade-offs that software practitioners, teams, and organisations face in working with LLMs. Our findings are particularly useful for software team leaders and IT managers to assess the viability of LLMs within their specific context.

The rapid rise of compound AI systems (a.k.a., AI agents) is reshaping the labor market, raising concerns about job displacement, diminished human agency, and overreliance on automation. Yet, we lack a systematic understanding of the evolving landscape. In this paper, we address this gap by introducing a novel auditing framework to assess which occupational tasks workers want AI agents to automate or augment, and how those desires align with the current technological capabilities. Our framework features an audio-enhanced mini-interview to capture nuanced worker desires and introduces the Human Agency Scale (HAS) as a shared language to quantify the preferred level of human involvement. Using this framework, we construct the WORKBank database, building on the U.S. Department of Labor's O*NET database, to capture preferences from 1,500 domain workers and capability assessments from AI experts across over 844 tasks spanning 104 occupations. Jointly considering the desire and technological capability divides tasks in WORKBank into four zones: Automation "Green Light" Zone, Automation "Red Light" Zone, R&D Opportunity Zone, Low Priority Zone. This highlights critical mismatches and opportunities for AI agent development. Moving beyond a simple automate-or-not dichotomy, our results reveal diverse HAS profiles across occupations, reflecting heterogeneous expectations for human involvement. Moreover, our study offers early signals of how AI agent integration may reshape the core human competencies, shifting from information-focused skills to interpersonal ones. These findings underscore the importance of aligning AI agent development with human desires and preparing workers for evolving workplace dynamics.

The accelerating development of general medical artificial intelligence (GMAI), powered by multimodal large language models (MLLMs), offers transformative potential for addressing persistent healthcare challenges, including workforce deficits and escalating costs. The parallel development of systematic evaluation benchmarks emerges as a critical imperative to enable performance assessment and provide technological guidance. Meanwhile, as an invaluable knowledge source, the potential of medical textbooks for benchmark development remains underexploited. Here, we present MedBookVQA, a systematic and comprehensive multimodal benchmark derived from open-access medical textbooks. To curate this benchmark, we propose a standardized pipeline for automated extraction of medical figures while contextually aligning them with corresponding medical narratives. Based on this curated data, we generate 5,000 clinically relevant questions spanning modality recognition, disease classification, anatomical identification, symptom diagnosis, and surgical procedures. A multi-tier annotation system categorizes queries through hierarchical taxonomies encompassing medical imaging modalities (42 categories), body anatomies (125 structures), and clinical specialties (31 departments), enabling nuanced analysis across medical subdomains. We evaluate a wide array of MLLMs, including proprietary, open-sourced, medical, and reasoning models, revealing significant performance disparities across task types and model categories. Our findings highlight critical capability gaps in current GMAI systems while establishing textbook-derived multimodal benchmarks as essential evaluation tools. MedBookVQA establishes textbook-derived benchmarking as a critical paradigm for advancing clinical AI, exposing limitations in GMAI systems while providing anatomically structured performance metrics across specialties.

In a rapidly evolving job market, skill demand forecasting is crucial as it enables policymakers and businesses to anticipate and adapt to changes, ensuring that workforce skills align with market needs, thereby enhancing productivity and competitiveness. Additionally, by identifying emerging skill requirements, it directs individuals towards relevant training and education opportunities, promoting continuous self-learning and development. However, the absence of comprehensive datasets presents a significant challenge, impeding research and the advancement of this field. To bridge this gap, we present Job-SDF, a dataset designed to train and benchmark job-skill demand forecasting models. Based on 10.35 million public job advertisements collected from major online recruitment platforms in China between 2021 and 2023, this dataset encompasses monthly recruitment demand for 2,324 types of skills across 521 companies. Our dataset uniquely enables evaluating skill demand forecasting models at various granularities, including occupation, company, and regional levels. We benchmark a range of models on this dataset, evaluating their performance in standard scenarios, in predictions focused on lower value ranges, and in the presence of structural breaks, providing new insights for further research. Our code and dataset are publicly accessible via the https://github.com/Job-SDF/benchmark.

This chapter explores the ways in which organisational readiness and scientific advances in Artificial Intelligence have been affecting the demand for skills and their training in Australia and other nations leading in the promotion, use or development of AI. The consensus appears that having adequate numbers of qualified data scientists and machine learning experts is critical for meeting the challenges ahead. The chapter asks what this may mean for Australia's education and training system, what needs to be taught and learned, and whether technical skills are all that matter.

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.

Over the years, various approaches have been employed to enhance the productivity of knowledge workers, from addressing psychological well-being to the development of personal knowledge assistants. A significant challenge in this research area has been the absence of a comprehensive, publicly accessible dataset that mirrors real-world knowledge work. Although a handful of datasets exist, many are restricted in access or lack vital information dimensions, complicating meaningful comparison and benchmarking in the domain. This paper presents RLKWiC, a novel dataset of Real-Life Knowledge Work in Context, derived from monitoring the computer interactions of eight participants over a span of two months. As the first publicly available dataset offering a wealth of essential information dimensions (such as explicated contexts, textual contents, and semantics), RLKWiC seeks to address the research gap in the personal information management domain, providing valuable insights for modeling user behavior.

Skill Extraction (SE) is an important and widely-studied task useful to gain insights into labor market dynamics. However, there is a lacuna of datasets and annotation guidelines; available datasets are few and contain crowd-sourced labels on the span-level or labels from a predefined skill inventory. To address this gap, we introduce SKILLSPAN, a novel SE dataset consisting of 14.5K sentences and over 12.5K annotated spans. We release its respective guidelines created over three different sources annotated for hard and soft skills by domain experts. We introduce a BERT baseline (Devlin et al., 2019). To improve upon this baseline, we experiment with language models that are optimized for long spans (Joshi et al., 2020; Beltagy et al., 2020), continuous pre-training on the job posting domain (Han and Eisenstein, 2019; Gururangan et al., 2020), and multi-task learning (Caruana, 1997). Our results show that the domain-adapted models significantly outperform their non-adapted counterparts, and single-task outperforms multi-task learning.