Information technology for personality prediction based on resume analysis for HR companies

This article presents the development of an information technology solution for personality prediction based on resume analysis for HR companies. The purpose of this study is to investigate the feasibility of using machine learning techniques to analyze resumes and predict personality traits of candidates for recruitment purposes. The methodology involved collecting a large dataset of resumes and using natural language processing techniques to extract relevant features and train a deep learning model. The results show that the developed solution achieves high accuracy in predicting personality traits based on resume analysis. This technology has the potential to improve the efficiency and effectiveness of recruitment processes, as well as reduce unconscious bias in hiring decisions. HR companies can benefit from this technology by streamlining their recruitment processes, reducing costs, and increasing the quality of their hiring decisions. Additionally, the information technology solution could provide HR companies with valuable insights into candidate profiles, enabling them to make more informed decisions and identify individuals who align with their organizational culture and values. By leveraging this technology, HR companies can enhance their overall recruitment strategy and contribute to a more efficient and fair hiring process.

1. John O. P., & Srivastava S. (1999). The Big Five trait taxonomy: History, measurement, and theoretical perspectives. In L. A. Pervin & O. P. John (Eds.), Handbook of personality: Theory and research (2nd ed., pp. 102–138). Guilford Press.

2. Liu Y., Ott M., Goyal N., Du J., Joshi M., Chen D., Levy O., Lewis M., Zettlemoyer L., & Stoyanov, V. (2019). Roberta: A robustly optimized BERT pretraining approach. arXiv preprint arXiv:1907.11692.

3. Tausczik Y.R., Pennebaker J.W. (2010). The psychological meaning of words: LIWC and computerized text analysis methods. Journal of Language and Social Psychology, 29(1), 24-54.

4. Liao H., Chen H., & Liu H. (2018). Personality prediction based on resume analysis using machine learning techniques. In 2018 IEEE International Conference on Big Data (Big Data) (pp. 4576-4580). IEEE.

5. Le Q.V., & Mikolov T. (2018). Distributed representations of sentences and documents. arXiv preprint arXiv:1405.4053.

6. Agarwal A., Bhatnagar R. (2020). Predicting Job Performance Using Personality Traits: Evidence from India. Journal of Business Research, 108, 235-248.

7. Joshi M., Pathak P. (2019). Predicting Job Performance Using Artificial Intelligence. International Journal of Advanced Research in Computer Science, 10(5), 10-14.

8. Liu D., Li X., Li Z., Li, C. (2019). A Personality Trait Prediction Model Based on Machine Learning Algorithms. IEEE Access, 7, 72126-72134.

9. J. Stewart Black, Patrick van Esch, AI-enabled recruiting: What is it and how should a manager use it?, Business Horizons, Volume 63, Issue 2, 2020, Pages 215-226, ISSN 0007-6813, https://doi.org/10.1016/j.bushor.2019.12.001.