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:07/July-2022 Impact Factor- 6.752 www.irjmets.com

PERSONALITY PREDICTION THROUGH CV ANALYSIS

Nuthalapati Leena*1, Normala Sandhya*2, Reddem Sai Archana Reddy*3,
Shaik Kasim Saheb*4
*1,2,3Student, Department of Computer Science, SNIST, Hyderabad

*4Project Guide, Assistant Professor, Department of Computer Science, SNIST, Hyderabad

ABSTRACT
Organizations recruit expert candidates for their development. But the main concern for them is selecting the
right candidate. Every year, they receive a lot of applications, and it will be difficult for them to go through all
the applications and recruit the best candidates. Traditionally, they go through the candidates' CVs or resumes
and recruit them. In this paper, the proposed system helps to recruit the right candidates by parsing the data in
CVs and resumes and by conducting quizzes to predict personality. Logistic Regression is used to build the
model that will parse the data. The system also uses pyresparser to parse the information from a CV or resume.
In this way, the model helps to find the personality and details of the candidates, such as skills, experience, and
so on. Using this system, organisations can find expert candidates and make the recruitment department’s work
easier.
Keywords: Personality Prediction, Pyresparser, Logistic Regression, CV, Resume
I. INTRODUCTION
One of the most crucial elements in determining whether a person is a match for the requirements is their
personality. We can know the capabilities of a person by whether they can influence and communicate with
others effectively, which helps in the development of an organisation. When there is a requirement in the
company, they receive thousands of applications and it is very difficult for the people of the company to go
through a lot of CV's and find the suitable candidate for the requirement using traditional techniques like
technical tests, interviews, and group discussions. So in the first round itself, they filter out the candidates
based on different aspects like whether they are suitable for the role, their capabilities, improper CV, and the
skills of the candidate. So, in order to decrease the difficulty in the hiring process, we propose a new way where
the process of selecting and short listing of candidates gets easier. That is by using personality prediction.
For personality prediction here, we are using a machine learning algorithm that is logistic regression. A
personality test and a CV review both contribute to the determination of a person's personality. Based on the
personality test score and CV analysis, we select the candidate that is suitable for the requirement.
As we already know through CV's, we can only know the skills and qualifications of a person but not their
personality. Personality is one of the most important factors in determining whether or not a person can
perform well in an organization. Therefore, personality analysis and understanding are the most prominent
factors to consider. The main idea of doing this project is to develop a machine that can make realistic analysis
and make fair decisions in selecting the candidates.
Our project's primary goal is to make personality predictions based on a person's BIG FIVE TEST score. Many
job seekers will apply for a position when the business offers specific employment requirements and
information. Therefore, job hopefuls fill out their online CV first before taking the test. In essence, the test we
utilised is the BIG FIVE TEST.
MODEL OF THE OCEAN
Extraversion (E), Openness (O), Conscientiousness (C), Agreeableness (A), and Neuroticism (N) are the five
variables used to analyse a person's personality.
1. OPENNESS: This quality is characterised 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.
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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:07/July-2022 Impact Factor- 6.752 www.irjmets.com
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.
Based on the scores of each domain, we will get to know the personality of a person, i.e., serious, extraverted,
lively, dependable, responsible. To extract information from the CV like name, age, gender, etc., we used a
simple resume parser, Pyresparser. And we also used an important natural language processing tool, i.e., NLTK.
There, after extracting information from the CV and score from the test, we generate the score of the person.
Finally, after getting the score, CV analysis is done.
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. Pragya Sanjay Chauhan[8]built the proposed
system that evaluates the right candidate based on the elibility score obtained by attempting an aptitude test
and uploading a CV or resume. The model is built using the TF-IDF algorithm. Based on the scores, the
candidates' qualities can be analyzed, and the graphical representation of the candidates' scores helps to
evaluate their personalities and analyse their CV properly. Hemalatha Kallar[9]created a website which takes
the aptitude test and uploads the CV or resume of the candidates. In this way, an expert candidate is selected.
Rutuja Narwade[10] created a web application for personality evaluation and CV analysis. The system uses
Natural Language Processing for CV analysis and Machine Learning Techniques for personality prediction. The
system will output the filtered candidates, which will be helpful to predict the skills and mindset of the
candidates. Pruthviraj Patankar[11]built a system using a set of techniques that are used to shortlist an expert
candidate. Using a weight-age policy, the system ranks the candidates. The personality prediction exam is used
to ascertain a candidate's personality characteristics. Additionally, the recruiter receives the findings and
examines them before shortlisting the prospects. Dany Azucar[12]The digital footprints are extracted and
analysed. For the purpose of forecasting digital footprints, several meta-analyses have been done. In order to
make recommendations for goods or services to customers based on their preferences, the Big Five Personality
traits are applied. Golbeck[13] suggests that social media is a platform for people to share all of their life's
events, etc. By making this prediction, we will conclude the individual's personality and relationships based on
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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:07/July-2022 Impact Factor- 6.752 www.irjmets.com
everything he has shared on Twitter. It mentions a technique for precisely predicting a user's personality. M.
Kalghatgi[14] displayed a Neural Network Approach is based on the Big Five Test to estimate a person's
personality based on tweets that were published on Twitter by identifying meta-attributes from tweets, which
are applied to social behaviour analysis. While neural networks have been used to predict personality, there are
drawbacks such as detecting bogus news, automatically analysing tweets, and the inadequacy of using merely
Twitter to predict user’s behavior and trends rather than personality. Md Tanzim Reza[15]evaluated resumes
of persons using NLP and ML, then converting them to HTML, then reverse engineering them into HTML code,
and finally performing segment finalisation and qualification feature extraction. The model takes data from a
CV and divides it into segments according to the values. Multivariate logistic regression was used to classify the
CVs. However, the size of dataset was quite little.
III. EXISTING SYSTEM
The traditional method is manual sorting of the resumes, where the recruiting team must go through a large
number of applications to select an expert candidate for any particular job position. This is a time-consuming
and challenging process for the recruiting team. However, they can know the details of candidates such as
skills, experience and so on by going through their CVs or resumes. But they cannot identify the personality of
the candidate or whether he/she is suitable for that job position.
This problem can be overcome by using the proposed system, which not only parses the information from the
resume but also predicts the personality of the candidate, which makes the recruitment team’s work easy.
Machine learning technique is used to create the model, which is tested by the proposed automated candidate
grading system
IV. PROPOSED SYSTEM
In our paper, we suggest employing machine learning algorithms for personality assessment and CV analysis.
This method gives the company access to a skilled workforce, which will make it easier for the HR department
to choose the best applicant for a certain job profile. Our society places a great value on intelligence. You have a
better chance of succeeding in your career if you have a positive personality. Psychometric tests are typically
used to predict personality. A machine learning technique i.e. Logistic Regression[7] is used to built the model
that will parse the information from the CV or resume and displays as the output. The suggested system is
designed as a web application[10], where the administrator must first log in using the correct credentials
before they may add or alter any questions. The applicant will complete all the necessary registration
information and enter their own CV information into the system.
Examples of aptitude test questions and the answers they provide, the results of the tests that the candidates
took are kept in databases. The following exam is a personality test. It's a popular misconception, that intellect
is measured through personality tests. A personality test mainly evaluates an individual's ability for intelligence
rather than their actual intelligence. The variables include things like conscientiousness and being open to new
things. Each question includes a predetermined range and the candidate need to select any number within that
range.
4.1 Methodology
The figure depicts the design of the system, an application window is opened where the candidate must enter
the answers to the quiz, and also the CV or resume is uploaded along with the details of the candidate. Based on
the given answers, the personality is predicted to be dependable, extraverted, lively, serious, and responsible.
The CV or resume is parsed and the details like name, email, phone number, skills, experience, and predicted
personality are displayed as output.

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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:07/July-2022 Impact Factor- 6.752 www.irjmets.com

Fig 1. Architectural Workflow

V. RESULTS
When the candidate wants to apply for any job, he/she needs to take the quiz. A window gets opened where the
candidate needs to fill the details and upload the CV or resume. The candidate fills the details, uploads CV or
resume and answers the personality based questions. The resume or CV is scanned by the model and
personality of the candidate is predicted based on the ocean model which are displayed as output. The obtained
results are as follows:

Here are the details of the candidate named ‘Leena’ which are parsed from the resume, using the model. As per
the quiz, the personality is predicted as ‘Lively’.

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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:07/July-2022 Impact Factor- 6.752 www.irjmets.com

Here are the details of the candidate named ‘Hitesh Agarwal’ that are scanned by the model and the predicted
personality is ‘Responsible’.

Here are the scanned details of the candidate named ‘Mohith Raja Chava’. The predicted personality is ‘Serious’.

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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:07/July-2022 Impact Factor- 6.752 www.irjmets.com

Here are the details of ‘P. Sai Reddy’ scanned from the resume using the model and the predicted personality is
‘Dependable’.
Here are the parsed information of the candidate named ‘Sandhya’ and the predicted personality is
‘Extraverted’.
VI. 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 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.
VII. REFERENCES
[1] Jenal Parmar, Ashwina Pereira, Shalini Pereira, Personality Prediction through CV Analysis (HR Helper)
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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:07/July-2022 Impact Factor- 6.752 www.irjmets.com
[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
[13] Golbeck, J.,Robles, C., Edmondson, M., Turner, K.(2011). Predicting Personality from Twitter
[14] M. Kalghatgi, M Ramannavar, and Dr. N. S. Sidnal, Neural Network approach to personality prediction
based on the Big-Five Model
[15] Md Tanzim Reza, and Md. Sakib Zaman, Analyzing CV/Resume using natural language processing and
machine learning

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