NBQ: Next-Best-Question for Dynamic Profiling

Many real-world conversational settings for knowledge discovery, including podcasts, hiring screens, and marketplaces, require a purpose-driven understanding of a person. We study the Next-Best-Question (NBQ) problem: at each turn, an interviewer should ask the question with the highest expected information gain given what has already been learned and the conversation goal. We propose NBQ, a plug-and-play framework that seeds a diverse pool of candidate questions, maintains a compact and continuously updated user state, adaptively selects the next question within a turn budget, and distills the resulting free-form dialogue into a structured vector-based user profile. As a demanding application, we instantiate NBQ for reciprocal matchmaking, where compatibility must be mutual and each person is modeled by both self-description and counterpart-preference representations. To support large-scale matching, we further introduce QuickMatch, an efficient retrieval layer that recasts reciprocal matching from quadratic pairwise scoring to approximate vector search. Experiments show that NBQ improves user profiling quality by up to 13.6% and 14.0% in AC@T and AR@T, respectively, while QuickMatch accelerates retrieval by up to 22.9x with recall up to 0.989.

Bias: Friend or Foe? User Acceptance of Gender Stereotypes in Automated Career Recommendations

Currently, there is a surge of interest in fair Artificial Intelligence (AI) and Machine Learning (ML) research which aims to mitigate discriminatory bias in AI algorithms, e.g. along lines of gender, age, and race. While most research in this domain focuses on developing fair AI algorithms, in this work, we show that a fair AI algorithm on its own may be insufficient to achieve its intended results in the real world. Using career recommendation as a case study, we build a fair AI career recommender by employing gender debiasing machine learning techniques. Our offline evaluation showed that the debiased recommender makes fairer career recommendations without sacrificing its accuracy. Nevertheless, an online user study of more than 200 college students revealed that participants on average prefer the original biased system over the debiased system. Specifically, we found that perceived gender disparity is a determining factor for the acceptance of a recommendation. In other words, our results demonstrate we cannot fully address the gender bias issue in AI recommendations without addressing the gender bias in humans.