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Personality Prediction Using Machine Learning (2)

This document discusses the use of machine learning techniques, particularly convolutional neural networks and support vector machines, to predict personality traits from resumes and CVs. The study highlights the potential for improving recruitment processes by providing objective evaluations and reducing biases associated with traditional hiring methods. Future work aims to enhance model accuracy and expand datasets for better generalization in personality prediction.

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0% found this document useful (0 votes)
22 views7 pages

Personality Prediction Using Machine Learning (2)

This document discusses the use of machine learning techniques, particularly convolutional neural networks and support vector machines, to predict personality traits from resumes and CVs. The study highlights the potential for improving recruitment processes by providing objective evaluations and reducing biases associated with traditional hiring methods. Future work aims to enhance model accuracy and expand datasets for better generalization in personality prediction.

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arihanttyagi78
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PERSONALITY PREDICTION USING MACHINE

LEARNING

ABSTRACT
Personality prediction from facial expressions and visual cues with the aid
of computer vision and machine learning. We were working on a labeled
image dataset, applying varying models of machine learning techniques,
including convolutional neural networks and support vector machines. The
CNN model does particularly well in terms of very high accuracy for traits
such as extroversion and openness. The results show that computer vision
and machine learning approaches can be fairly effective in analyzing visual
data for extracting personality characteristics to apply in recruitment and,
for that matter, potentially also in the design of user experiences. Further
future work will focus on improving the accuracy of the model and
enlarging the dataset toward better generalization.
Keywords:

I. INTRODUCTION
This is the most elementary aspect for the success of an organization. The
process involving reviewing of resumes and conducting interviews limits a
long time frame, often failing to provide a total picture of the candidate's
personality and potentials. Resumes sum up, in general, the qualifications
and experiences of a candidate, but the very essential personality traits that
may decide how well somebody could fit within a team or an organizational
culture can't be expressed. Therefore, companies are being dependent on
technological progressions to better this process. Researchers are now
exploring how machine learning can predict the personality of a candidate
from a resume or a CV, thus providing much better efficiency and
comprehensive hiring processes.

The basic overall idea behind such research is that words, phrases, and
patterns on a resume or a CV indicate some kind of personality. The entire
traits would be very significant if those could be accurately analyzed,
providing crucial knowledge regarding the suitability of the candidate in
that specific role. Machine learning is a subsection of artificial intelligence,
and it finds any patterns that appear in large collections of data. Because it
potentially processes so much information, machine learning can potentially
review resumes and identify attributes that a human selector could
overlook. It can further improve hiring based on the increased level of
accuracy, without bias, and with minimal margin for human error.

This study is on designing a system that would predict the personality of a


candidate based on his or her CV by using machine learning techniques. In
this research, enough resumes are gathered and put through text-processing
algorithms that analyze the text, extracting information from it that
complies with established psychological models. One such widely practiced
approach is the Big Five personality traits model, which evaluates an
individual on five broad dimensions: openness, conscientiousness,
extraversion, agreeableness, and emotional stability, or sometimes referred
to as neuroticism. These traits will map onto the system in a manner that
allows for the prediction of how a candidate might behave in a work setting,
thereby enriching hiring decisions.

A step toward the integration of machine learning in hiring is an attempt to


make the recruitment process more efficient and effective. Besides reducing
the time span for assessment, it helps in making objective evaluation even
better. Much of the subjective bias that comes along with traditional hiring
methods should be washed away by machine learning, which might help
organizations settle on better candidates for the roles in question. More
satisfied employees, better team dynamics, and overall performance are all
possible outcomes of such an approach.

Apart from this, the process of hiring also gets less cumbersome and
quicker for the companies such that the load on human resource
departments is lightened and the focus is laid down on more strategic
interventions. With early screening and personality trait discovery early in
the process using automation, the companies can quickly rule out
candidates who are likely to fail at their job. In addition, this technology
may be particularly useful for large companies where hundreds or
thousands of applications for one position are received, and reviewing every
CV manually is impossible and very time-consuming.

Conclusion The application of machine learning to predict personality traits


from resumes is a really innovative approach in hiring. Such systems do not
only provide the possibility of saving time and resources but also help
improve the quality of hiring since candidates are ranked in a more holistic
and objective manner. We can expect much more of these kinds of systems
to be implemented as the technology continues to advance; thus, it would
make organizational entities make better hiring decisions that automatically
lead to greater success within their teams and overall operations. This study
is about technology, psychology, and human resources, and it is really
wonderful how future convergence will happen at the intersections of those
spaces, if these areas can come together and help in solving really practical
problems at least about what might be possible.

II. LITERATURE SURVEY


TITLE AUTHOR OBJECTIVE ALGORITH DATASET/ RESULT FINDINGS/ DRAWBACK
S M Source of input (ACCURACY ACHIEVEMEN
OR ANY T
OTHER
PARAMETE
R)
Personality Nongmeikapa Candidate Logistic Kaggle dataset Precision, Improved Dataset
prediction m Thoiba Selection Regression Recall, F1- prediction imbalance
through CV Singh score accuracy issues
analysis
using
machine
learning
techniques
Personality Hemalatha Optimize Support Test responses 63% Improved Computationall
Prediction Kallar recruitmen Vector accuracy recruitment y intensive
Using CV t Machine
Analysis 4o mini

Personality Atharva Predict Logistic 708 CVs in PDF 71% Random Accuracy is
Prediction Kulkarni personality Regression and DOCx accuracy Forest lower than
Via CV from CVs format achieved the expected due
Analysis using highest to data
using machine accuracy and imbalance and
Machine learning lowest mean limited dataset.
Learning and NLP squared
techniques error.
.
Personality Sudha Ganesh Automate Logistic CVs Not Automated Algorithm
Prediction recruitmen Regression Personality explicitly recruitment limitations
Through CV t quizzes mentioned
Analysis Personalit Integrated
using y assessment Accuracy
Machine assessmen concerns
Learning t
Algorithms
for
Automated
E-
Recruitmen
t Process

The table compares various methods for personality prediction


through CV analysis using machine learning, evaluating objectives,
algorithms, datasets, accuracy, and limitations. **Logistic
Regression**, used in studies like **Nongmeikapam Thoiba Singh**
and **Sudha Ganesh**, enhances candidate selection and automates
recruitment but faces challenges with data imbalance and accuracy
concerns. **Support Vector Machine**, applied by **Hemalatha
Kallar**, improves recruitment with 63% accuracy, though it's
computationally intensive.

**Atharva Kulkarni** combines machine learning and **NLP**,


achieving 71% accuracy, but data imbalance limits performance.
Overall, while these techniques show promise in automating
recruitment, issues like computational demands and algorithm
limitations remain.

III. METHODOLOGY
.I Data Collection
 Start by gathering resumes or CVs in various formats, such as PDFs or
DOCX files. These documents might also be supplemented with
personality assessments like quizzes or questionnaires.
 Sources for this data can include public repositories (like Kaggle),
proprietary databases from companies, or your own collected data.
IV.II Data Preprocessing
 Once the CVs are collected, you need to convert them into a format that’s
machine-readable. This involves extracting and cleaning the text by
removing unnecessary formatting or artifacts.
 To make the text ready for analysis, you’ll apply natural language
processing (NLP) techniques like tokenization (breaking down the text
into smaller parts), stemming/lemmatization (simplifying words to their
base form), and removing common but irrelevant words (stopwords).
IV.III Feature Extraction
 From this cleaned text, you’ll start identifying important features. For
example, you could look at the frequency of certain words, sentence
structures, or key phrases that may relate to personality traits.
 Advanced NLP tools like TF-IDF (to gauge the importance of words) or
Word2Vec (to map words into numerical vectors) can be used to represent
the text numerically, making it easier to analyze.
 Then, align these features with established personality models, such as
the Big Five traits, to start mapping characteristics to individual CVs.
IV.IV Model Selection
 Now it’s time to choose your machine learning model. Some common
algorithms include Logistic Regression, Support Vector Machines
(SVM), or Random Forests, which can classify and predict personality
traits from the CV data.
 If you’re aiming for more advanced predictions, deep learning methods
like Convolutional Neural Networks (CNNs) or language models (like
BERT or GPT) can provide more nuanced insights, especially when
analyzing complex text data.
IV.V Training and Validation
 Split your dataset into training, validation, and test sets. This helps ensure
your model isn’t just memorizing the data, but actually learning patterns
that generalize to new, unseen CVs.
 Train the model on your dataset, fine-tuning its settings
(hyperparameters) to get the best performance.
IV.Evaluation
 Once the model is trained, evaluate its performance using metrics such as
accuracy, precision, recall, and F1-score. These metrics will tell you how
well your model is identifying personality traits.
 Compare different models and algorithms to see which one delivers the
most accurate and reliable results.
IV. Deployment
 After evaluation, the model can be deployed into a company’s
recruitment system. This way, it can automatically screen incoming CVs
and predict the personality traits of candidates, aiding the hiring process.
 Keep a feedback loop in place, using real-world results to continue
improving the model over time.
IV.VIII Limitations and Improvement
 Like any machine learning project, there will be challenges. You’ll need
to deal with issues like imbalanced datasets, where certain traits might be
over- or under-represented.
 Additionally, computational limitations might slow down the process,
particularly if you're using more complex models.
 However, continuous learning and regularly updating the model with
fresh data will improve its accuracy and reduce any inherent biases.
IV.IX WORKFLOW DIAGRAM

References
[1] Singh, Nongmeikapam Thoiba, et al. "Personality prediction through CV
analysis using machine learning techniques." 2023 Third International
Conference on Advances in Electrical, Computing, Communication and
Sustainable Technologies (ICAECT). IEEE, 2023.

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