e-ISSN: 2582-5208

International Research Journal of Modernization in Engineering Technology and Science

( Peer-Reviewed, Open Access, Fully Refereed International Journal )
Volume:04/Issue:03/March-2022 Impact Factor- 6.752 www.irjmets.com

PERSONALITY PREDICTION VIA CV ANALYSIS

Prof. Prashant Govardhan*1, Sakshi Dongre*2, Rajeshwari Bangre*3,
Aditya Mahiskar*4, Poonam Waghade*5, Rahul Kanoje*6
*1Professor, Dept. Of Computer Science And Engineering, Priyadarshini College Of
Engineering, Nagpur, India.
*2,3,4,5,6Student, Dept. Of Computer Science And Engineering, Priyadarshini College Of
Engineering, Nagpur, India.
ABSTRACT
In the field of personality prediction, we look at how well social measurements may predict personality.
Personality is one of the factors that influences people's willingness to trust and their relationships with others.
With the exception of each indispensable person, it comprises all of the traits and rates that define you. Then
there are five personality key characteristics that make up a person's personality: Openness, Consciousness,
Extraversion, Agreeableness, Neuroticism, and Natural Responses. It takes a look that can be used to gauge a
person's most important personality traits and places them in areas that suit their style. This model aids you in
admitting persons whose personality types match the places where you are retaining a lot of chances to realise
your association in the reclamation system. The most important goal is to forecast a person's personality by
employing several bracket algorithms. To match this bracket algorithmic programme, the delicacy score is used.
Fortunately, advances in ultramodern information systems, digital technologies, and universal access to
electronic technology and the internet have shifted the global Human Resource Management system's direction
and made it more applicable. We propose a series of methods in this design that make the entire process more
effective and efficient.
The association is currently showing an increased interest in the personality qualities of a seeker in order to
better investigate and comprehend the seeker's response to similar circumstances. As a result, the system
conducts a personality prediction test to assess the seeker's personality attributes. Finally, it provides the
campaigners' results to the novice, who examines the top campaigners and narrows down the seeker's options.
Keywords: Personality Prediction, Big Five Personality, CV Extraction, HR Helper, Natural Language
Processing.
I. INTRODUCTION
Choosing the right individual for the achievement method can be a difficult issue when it comes to work. There
are numerous traditional and technical methods available, including conducting personality and technical
eligibility analysis tests, interviews, cluster talks, and aptitude tests followed by an interview. These are ancient
methods for achieving success. These archaic methods are time-consuming and stressful, and they may lead to
biased candidate decisions. The selection of the right individual could be a time-consuming task for the human
resources department. When a web choice approach is used instead of the traditional achievement method, a
good candidate selection is possible. Personality is the most essential and prominent factor that reflects a
constantly changing population. We've imposed a method to identify the personality because grappling with
them could be a lengthy chore. It's possible that the proposed system will be a web application; it's an
organization-oriented system. Through CV and psychological science analysis, the system can forecast a
candidate's personality. Natural Language Processing (NLP) is often defined as a technique that allows a
machine to mimic the manner of a human, effectively bridging the gap between machines and people.
The proposed system can function similarly to how an administrator can post a job title, description, and
transfer a candidate's CV/Resume. Openness, Consciousness, Extraversion, Agreeableness, and Neuroticism
natural reaction type queries are among the five kinds of questions included in the test. After the candidates
have completed the assessment, their rating will be updated based on their personality, talents, hobbies, and
professional credentials. This will exclude all unsuitable candidates for the position and create a list of the best
candidates for the job. Using psychological research and CV analysis, the system will be able to create a holistic
image of the candidate, simplifying the time unit department's job.
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[1361]
 e-ISSN: 2582-5208
International Research Journal of Modernization in Engineering Technology and Science
( Peer-Reviewed, Open Access, Fully Refereed International Journal )
Volume:04/Issue:03/March-2022 Impact Factor- 6.752 www.irjmets.com
II. RELATED WORK
[2] Kalghatgietal presented a Neural Network Approach based on the Big Five Test to predict the personality of
individuals based on tweets published on Twitter by collecting meta-attributes from tweets using a Neural
Network Approach. These are used to evaluate a person's social behaviour. Data collection from tweets,
preprocessing, transformation, and bracketing were the four steps taken by the authors. Although neural
networks are used to predict personality, they have difficulties similar to combatting fake news, automatic
analysis of tweets, and relying solely on Twitter to forecast someone's personality, rather than just stoner
behaviour and trends.
By having two sides association and candidate acquainted, Allan Robey et al [3] presented a solution to lessen
the burden on companies' Human Resource departments. According to the authors, the proposed system will
be more effective in shortlisting CVs from a huge pool while also ensuring that the ranking is fair and legal. The
primary distinction between the existing method and the proposed system is that the authors recommend
conducting an aptitude exam and a personality test for personality prediction, rather than simply surveying
CVs.
Juneja Afzal AyubZubeda et al. [4] developed a system that uses Natural Language Processing and Machine
Learning to rank CVs. According to the company's criteria, the system rates CVs in any format. The authors
advise that the organisation take into account the seeker's Git mecca and LinkedIn profile to have a better
understanding, making it easier for the company to identify an appropriate match based on skill sets,
capabilities, and, most significantly, personality.
Faliagka et al. suggested an Integrated E-Recruitment System for Automated Personality Mining and Applicant
Ranking in 2014. This system imposed an automated seeker ranking. The seeker's details will be extracted from
the seeker's LinkedIn page, based on objective criteria. Using linguistic analysis, the campaigners' personality
qualities were automatically ripped from their social presence. Analytical Hierarchy Process (AHP) was used to
calculate the seeker's rank from individual selection criteria, while the novice regulated their weight (admin).
The system's flaws included the fact that elderly occupations requiring grit and specific qualifications were
screened inconsistently [5].
Published by Liden et al. The Personality Factor in General In this article, the interrelationships among the Big
Five personality characteristics (Openness, Consciousness, Extraversion, Agreeableness, and Neuroticism) were
examined to see if a GFP exists. This article found that the meta-analysis supports the existence of a GFP at the
highest hierarchical level and that the GFP has a significant component in relation to administrator-rated job
performance. Still, it's worth noting that the existence of a GFP didn't indicate that other personality traits
lower on the scale were no longer relevant [6]

Figure 1: Personality related to Big Five Traits

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 e-ISSN: 2582-5208
International Research Journal of Modernization in Engineering Technology and Science
( Peer-Reviewed, Open Access, Fully Refereed International Journal )
Volume:04/Issue:03/March-2022 Impact Factor- 6.752 www.irjmets.com
III. CONCLUSION
The link between job success and the five personality qualities is more of a reflection of the social aspects of the
workplace than of capability. The five attributes are all unmistakably linked to interacting with others and, as a
result, work understanding, both of which are critical components of long-term job success. To predict worker
performance, the OCEAN model will be employed. For recruiters looking for quality employees, personality is a
major consideration. Individual personality does play a role on performance, but only to a limited extent. One of
the characteristics that predicts performance across all employment types is conscientiousness. For jobs with
high demand, different combinations of personality traits from the five are required. For worker selection,
combining personality and psychological characteristic ability testing yields great results.
IV. REFERENCES
[1] A Demetriou, L. Kyriakides, and C. Avraamidou, December 2003“The missing link in the relations
between intelligence and personality” in Journal of Research in Personality,vol. 37 issue 6, pp 547- 581.
[2] M. Kalghatgi, M Ramannavar, and Dr. N. S. Sidnal, August 2015 “Neural Network approach to
personality prediction based on the Big-Five Model” in IJIRAE, vol2 issue8, pp 56-63.
[3] A..Robey, K. Shukla, K. Agarwal, K. Joshi, Professor S. Joshi issue 02, February2019 “Personality
prediction system through CV Analysis”, in IRJET vol 6.
[4] J. Zubeda, M. Shaheen, G. Narsayya Godavari, and S. Naseem “Resume Ranking using NLP and Machine
Learning”, unpublished
[5] F Evanthia, T Athanasios, et al. An integrated e‐recruitment system for automated personality mining
and applicant ranking. Internet Research 2012; 22: 551-568.
[6] L D. van der, J teNijenhuis, et al. The General Factor of Personality: A meta-analysis of Big Fiveinter
correlations and a criterion-related validity study. Journal of Research in Personality 2010; 44: 315-
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[7] Pendyala Sai Sireesha, Mikkilineni Ramya, MallampatiGokulchand, Motepalli Lakshmi Durga
Chandrasekhar, Kantapalli Bhaskar, May 2020, “Personality Prediction” in IJRASET, vol 8, pp 8

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