Personalizing Large Language Models (LLMs) has become a critical step in facilitating their widespread application to enhance individual life experiences. In pursuit of personalization, distilling key preference information from an individual's historical data as instructional preference context to customize LLM generation has emerged as a promising direction. However, these methods face a fundamental limitation by overlooking the inter-user comparative analysis, which is essential for identifying the inter-user differences that truly shape preferences. To address this limitation, we propose Difference-aware Personalization Learning (DPL), a novel approach that emphasizes extracting inter-user differences to enhance LLM personalization. DPL strategically selects representative users for comparison and establishes a structured standard to extract meaningful, task-relevant differences for customizing LLM generation. Extensive experiments on real-world datasets demonstrate that DPL significantly enhances LLM personalization. We release our code at https://github.com/SnowCharmQ/DPL.
Beyond Demographics: Enhancing Cultural Value Survey Simulation with Multi-Stage Personality-Driven Cognitive Reasoning
School of Computer Science and Technology, Wuhan University of Science and Technology(武汉科技大学计算机科学与技术学院);Hubei Province Key Laboratory of Intelligent Information Processing and Real-time Industrial System, Wuhan University of Science and Technology(湖北省智能信息处理与实时工业系统重点实验室);Innovation, Policy and Entrepreneurship Thrust, The Hong Kong University of Science and Technology (Guangzhou)(香港科技大学(广州)创新、政策与创业方向);Tübingen AI Center, University of Tübingen(图宾根大学图宾根人工智能中心);Department of Computer Science, University of Copenhagen(哥本哈根大学计算机科学系)
University of Science and Technology of China(中国科学技术大学);Baidu Inc.(百度公司);Baidu Research(百度研究院)
The wide spread use of online recruitment services has led to information explosion in the job market. As a result, the recruiters have to seek the intelligent ways for Person Job Fit, which is the bridge for adapting the right job seekers to the right positions. Existing studies on Person Job Fit have a focus on measuring the matching degree between the talent qualification and the job requirements mainly based on the manual inspection of human resource experts despite of the subjective, incomplete, and inefficient nature of the human judgement. To this end, in this paper, we propose a novel …