Automated Personality Prediction
Preeti Verma
Dept. of Computer Engineering
Thakur College of Engineering & Technology
Mumbai, India
preetijverma98@gmail.com
Osama Shaikh
Dept. of Computer Engineering
Thakur College of Engineering & Technology
Mumbai, India
preetijverma98@gmail.com
Abstract — It's true that organizations often face the
challenge of selecting the right candidates from a large
pool of applicants. The proposed system that parses data
from CVs and resumes, and conducts quizzes to predict
personality, can potentially help organizations identify
the most suitable candidates for their development.
Logistic regression is a popular statistical method used
to model the relationship between a dependent variable
and one or more independent variables. Pyresparser is a
library in Python that can be used to extract information
from resumes or CVs. Overall, the proposed system can
help organizations streamline their recruitment process
and find the best candidates for their development.
However, it's important to note that the system should be
used as a tool to aid recruitment decisions, rather than as
a substitute for the entire process.
Keywords — Personality Prediction, Pyresparser,
Logistic Regression, CV, Resume
I. INTRODUCTION
The Big Five Test is a commonly used
personality assessment tool that evaluates an
individual's personality based on five core traits,
namely openness, conscientiousness, extraversion,
agreeableness, and neuroticism. These traits are
believed to be stable across an individual's lifetime
and can predict their behavior and performance in
various settings, including the workplace. Using
logistic regression, a machine learning algorithm, to
analyze the Big Five Test score along with the
candidate's CV, can help organizations identify
candidates who possess the right personality traits
for the job. By utilizing machine learning, the
algorithm can learn from past data and predict
future outcomes accurately, making it a powerful
tool in the recruitment process.
However, it is important to note that personality
assessment tools like the Big Five Test have
limitations, and they should not be the sole criteria
for selecting candidates. Other factors like
XXX-X-XXXX-XXXX-X/XX/$XX.00 ©20XX IEEE
Shashwat Shah
Dept. of Computer Engineering
Thakur College of Engineering & Technology
Mumbai, India
preetijverma98@gmail.com
Preeti Verma
Dept. of Computer Engineering
Thakur College of Engineering & Technology
Mumbai, India
preetijverma98@gmail.com
experience, education, and skills should also be
considered to make a fair and unbiased decision.
In summary, using machine learning to analyze
personality traits can make the recruitment process
more efficient and effective. It can help
organizations identify candidates who possess the
right personality traits for the job and contribute to
the overall success of the organization. However, it
is crucial to use this tool in conjunction with other
selection methods to ensure a fair and unbiased
hiring process.
• MODEL OF THE OCEAN
Extraversion (E), Openness (O),
Conscientiousness (C), Agreeableness (A), and
Neuroticism (N) are the five
variables used to analyze a person's personality.
1. OPENNESS: This quality is characterized by
traits like acceptance, imagination, and curiosity.
2. CONSCINTIOUSNESS: Conscientiousness
refers to a high degree of deliberation, an attitude of
goal-orientedness, and good judgement.
3. EXTEAVERSION: Energy, talkativeness,
and assertiveness are qualities of extraversion,
which is also known as extroversion.
4. AGREEABILITY: Agreeability refers to the
characteristics of a person, including trust,
affection, and social behaviour.
5. NEUROTICISM: Neuroticism is
characterised by traits like depression, moodiness,
and abrupt emotional outbursts.
Using Pyresparser to extract information from
the candidate's CV can be useful in automating the
initial screening process. This can help
organizations save time and effort in manually
reviewing each CV. NLTK, on the other hand, is a
powerful natural language processing tool that can
be used to analyze and understand the text in the
CV.
Combining the information extracted from the
CV and the Big Five Test score can provide a more
comprehensive understanding of the candidate's
personality and suitability for the job. However, it
is important to note that CV analysis should be done
carefully and objectively to avoid biases or
discrimination based on factors like age, gender, or
ethnicity.
In addition to the Big Five Test and CV analysis,
other selection methods like interviews, reference
checks, and skills assessments should also be used
to make a fair and informed decision about the
candidate's suitability for the job. Using a
combination of these methods can help
organizations make more accurate and reliable
predictions about a candidate's potential
performance in the organization.
II. LITERATURE SURVEY
Jenal Parmar[1] devised a system to aid
businesses in choosing the best candidates for open
vacancies. The HR department will include the
qualifications, experience, and other details
required for a particular job position. The system
will take the details and CV/Resume of the
candidates and then shortlist the right person
suitable for that job profile. Allan Robey[2] built a
system using modern technology. It will help to
pick the right candidates effectively and efficiently.
The system will conduct a weight-age policy and an
aptitude test to understand the personality of the
candidate. In this way, top candidates are
shortlisted. Sudhir Bagade[3] says that personality
plays an important role in one’s individual life and
also in the development of any organization. An
online application has been developed that analyses
the personality of a candidate based on their CV or
Resume. The system uses the TF-IDF algorithm to
select the right candidates. Atharva
Kulkarni[4]built a system using different machine
learning algorithms for predicting the personalities
of the candidates using Natural Language
Processing. At last, Random Forest achieves better
accuracy than remaining algorithms such as KNN,
Logistic Regression, Support Vector Machine, and
Naive Bayes. VVCET-CSE[5]The system will
predict the personality based on the ranking policy.
It will rank the skills, experience, and other aspects
of the uploaded resume. The candidates also take
the aptitude test and answer personality questions.
They also receive the result in the form of a
graphical representation. Afroja Khatun
Monalisa[6]built a model using the Random Forest
Algorithm, Support Vector Machine, and Weighted
Majority Voting algorithm. Firstly, resumes or
CV’s are uploaded into the system and candidates
are shortlisted based on the administrator’s request.
The shortlisted candidates receive personality and
ability test links, which they need to answer, and
then they receive their scores. Based on the scores
and the department’s requirements, candidates are
shortlisted. Gangandeep Kaur[7]developed a
system using a machine learning technique known
as Logistic Regression. The system estimates the
applicant’s emotional aptitude through a
psychometric analysis and predicts personality by
using the OCEAN model. The details of the
candidates are protected by using a password
encryption algorithm, and the passwords are known
only to the required individuals. The candidates can
know whether they are selected for the interview
via dashboard and SMS.
III. EXISTING SYSYTEM
The use of machine learning in the recruitment
process can significantly improve the efficiency
and accuracy of candidate selection. By predicting
the candidate's personality traits, organizations can
ensure that they hire individuals who are not only
skilled and experienced but also possess the right
traits for the job.
Automating the candidate grading system can
also help organizations save time and resources in
the recruitment process. The system can quickly
and accurately analyze a large number of
applications and provide a shortlist of candidates
who meet the job requirements and possess the
desired personality traits.
However, it is important to note that machine
learning models are not perfect and can have biases
or errors. Therefore, it is crucial to continuously
monitor and evaluate the performance of the model
to ensure that it provides fair and unbiased
predictions. Additionally, organizations should also
use other selection methods like interviews and
reference checks to ensure that the selected
candidate is a good fit for the job and the
organization's culture.
 IV. PROPOSED SYSYTEM
Using machine learning algorithms for
personality assessment and CV analysis can indeed
help organizations in selecting the best candidate
for a particular job profile. The use of psychometric
tests and personality assessments can provide
valuable insights into an applicant's personality
traits, which can be essential in determining their
suitability for the job. Logistic Regression is a
popular machine learning algorithm that can be
used to build a predictive model for personality
assessment. This algorithm can analyse large
amounts of data and provide accurate predictions
based on a set of input features.
FIGURE 1 – METHODOLOGY
The proposed system as a web application can
provide a user-friendly interface for both the
administrator and the applicant. The administrator
can add or modify questions, and the applicant can V. RESULT
complete their registration and provide their CV When the candidate wants to apply for any job,
information. Keeping the results of the aptitude he/she needs to take the quiz. A window gets
tests and personality assessments in a database can
opened where the candidate needs to fill the details
help organizations track the progress of each
and upload the CV or resume. The candidate fills
applicant and compare their scores with other
candidates. This can provide valuable insights into the details, uploads CV or resume and answers the
each applicant's strengths and weaknesses and help personality based questions. The resume or CV is
the organization make better decisions during the scanned by the model and personality of the
recruitment process. candidate is predicted based on the ocean model
which are displayed as output. The obtained results
Other factors like job experience, skills, and are as follows:
references should also be considered. Additionally,
the range of predetermined answers for each
question in the personality test should be carefully
selected to ensure that the test provides accurate and
unbiased results.
A. Methodology

The user is asked to enter their answers to a quiz,

and also upload their CV or resume along with their FIGURE 2 – RESULT
personal details. The system then uses machine
learning algorithms to predict the candidate's
personality based on their quiz answers, and parses
the CV or resume to extract relevant details such as
name, email, phone number, skills, experience, and
predicted personality. The output is displayed on
the screen for the user to review.

FIGURE 3 – RESULT

FIGURE 4 – RESULT
FIGURE 6 – RESULT
CONCLUSION AND FUTURE WORK
In this project, we have identified the
personalities of different people based on the test
known as the BIG FIVE TEST. and also extracted
the information from CV's using Pyresparser and
the model built using Logistic Regression. Based on
the test, we can know the qualities and personality
of a candidate, and through CV analysis, we can
FIGURE 5 – RESULT
know the skills and qualifications of a person.
Using these two important factors, we can make the
hiring process easy, fast and also help in hiring the
right candidate with fair decisions. As only Logistic
Regression is used in the proposed work, many
classification algorithms of machine learning can
be used to upgrade the system for much better
functionalities [3]. So that the time will be
consumed and also an expert candidate can be
recruited by the company. This model will help a
lot for companies to recruit expert candidates for
particular job profiles.
REFERENCES
[1] Jenal Parmar, Ashwina Pereira, Shalini Pereira,
Personality Prediction through CV Analysis (HR Helper)
[2] Allan Robey, Kaushik Shukla, Kashish Agarwal, Keval
Joshi, Personality Prediction System through CV
Analysis
[3] Sudhir Bagade, Jayashree Rout, Pooja Yede, Personality
Evaluation and CV Analysis using Machine Learning
Algorithm
[4] Atharva Kulkarni, Tanuj Shankarwar, Siddharth Thorat,
Personality Prediction Via CV Analysis using Machine
Learning
[5] VVCET - CSE, Personality Prediction System Through
cv Analysis
[6] Afroja Khatun Monalisa, Md. Omar Kaiser Mahin,
PERSONALlTY PREDICTION SYSTEM THROUGH
CV ANALYSIS
[7] Gagandeep Kaur, Shruti Maheshwari, Personality
Prediction through Curriculam Vitae Analysis involving
Password Encryption and Prediction Analysis
[8] Pragya Sanjay Chauhan, Aishwarya Popat Bondre,
Prathamesh Goraksha Waphare, Sachin Vaidya,
Personality Evaluation and CV Analysis Using Machine
Learning Algorithm
[9] Hemalatha Kallar, Petchipriya Thirumalainambi,
Sornamukhi Sudaroli, Personality Prediction Using CV
Analysis
[10] Rutuja Narwade, Srujami Palkar, Isha Zade, Nidhi
Sanghavi, Personality Prediction with CV Analysis
[11] Nale R. K, Pruthviraj Patankar, Rajwardhan Khalate,
Ranjit Ghorpade, Sourabh Bhapkar, PERSONALITY
PREDICTION SYSTEM THROUGH CV ANALYSIS
[12] Dany Azucar, Davide Marengo, Michele Settanni,
Predicting the Big 5 Personality traits from digital
footprints on social media: A meta-analysis