Contents

1 Introduction 1
1.1 Project Summary and Introduction . . . . . . . . . . . . . . . . . . . 1
1.2 Aim and Objective of the project . . . . . . . . . . . . . . . . . . . . 1
1.3 Purpose . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
1.4 Scope . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2

2 System analysis 3
2.1 Literature survey . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
2.1.1 Personality Based E-Recruitment System . . . . . . . . . . . . 3
2.1.2 Personality Prediction By Discrete Methodology . . . . . . . . 3
2.1.3 Candidate Hiring Through CV Analysis . . . . . . . . . . . . 4
2.2 SWOT Analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
2.3 Problem specification . . . . . . . . . . . . . . . . . . . . . . . . . . 6
2.4 Project development approach and justification . . . . . . . . . . . . 6

3 Design: analysis, design methodology and implementation strat-

egy. 7
3.1 Requirement analysis and gathering . . . . . . . . . . . . . . . . . . . 7
3.1.1 Feasibility study . . . . . . . . . . . . . . . . . . . . . . . . . 7
3.1.2 H/W and S/W requirement . . . . . . . . . . . . . . . . . . . 7
3.2 Designing methodology . . . . . . . . . . . . . . . . . . . . . . . . . . 8
3.2.1 AEIOU Canvas . . . . . . . . . . . . . . . . . . . . . . . . . . 8
3.2.2 Empathy Canvas . . . . . . . . . . . . . . . . . . . . . . . . . 9
3.2.3 Product Development Canvas . . . . . . . . . . . . . . . . . . 10
3.2.4 Ideation Canvas . . . . . . . . . . . . . . . . . . . . . . . . . . 11
3.2.5 Activity Diagram . . . . . . . . . . . . . . . . . . . . . . . . . 12
3.2.6 Sequence Diagram . . . . . . . . . . . . . . . . . . . . . . . . 13
3.2.7 Class Diagram . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
3.2.8 Use-Case Diagram . . . . . . . . . . . . . . . . . . . . . . . . 14

4 Implementation 15
4.1 System flow (block diagram) . . . . . . . . . . . . . . . . . . . . . . . 15
4.2 Program/ module specification. . . . . . . . . . . . . . . . . . . . . . 15
4.3 Database design and structural design . . . . . . . . . . . . . . . . . 15
4.4 Implementation snapshots . . . . . . . . . . . . . . . . . . . . . . . . 15

5 Conclusion and summary of project 17

5.1 References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 17
5.2 Appendix . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

I
List of Figures

2.1 SWOT Analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5

3.1 AEIOU Canvas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

3.2 Emapathy Canvas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9
3.3 Product Development Canvas . . . . . . . . . . . . . . . . . . . . . . 10
3.4 Ideation Canvas . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11
3.5 Activity Diagram . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
3.6 Sequence Diagram . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
3.7 Class Diagram . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
3.8 Use-case Diagram . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14

4.1 Block Diagram . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

4.2 Candidate Login . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

II
List of Tables

2.1 Personality Based E-Recruitment System . . . . . . . . . . . . . . . . 3

2.2 Personality Prediction By Discrete Methodology . . . . . . . . . . . . 3
2.3 Candidate Hiring Through CV Analysis . . . . . . . . . . . . . . . . 4

1
Chapter 1

Introduction

1.1 Project Summary and Introduction

This proposed system will enable a more effective way to shortlist submitted can-
didate’s CV from a large number of applicants providing a consistent and fair CV
ranking policy, which can be legally justified. System will rank the experience and
key skills required for particular job position. Then system will rank the CV’s based
on the experience and other key skills which are required for particular job profile.
This system will help the HR department to easily shortlist the candidate based on
the CV ranking policy. This system will focus not only in qualification and experi-
ence but also focuses on other important aspects which are required for particular
job position. This system will help the human resource department to select right
candidate for particular job profile which in turn provide expert workforce for the
organization.

Candidate here will register him/herself with all its details and will upload their
own CV into the system which will be further used by the system to shortlist their
CV.

1.2 Aim and Objective of the project

The aim of this project is to propose a system which will allow the HR department
to shortlist CV based on the requirements specified for the vacancy.

The objectives of this project are:

• To develop a system to provide a more effective way of short-listing the can-

didates.

• To determine the key skill characteristic by defining each expert’s preferences

and ranking decisions.

• To automate the process of requirement specifications and applicant’s ranking.

• To produce ranking decisions that would have relatively higher consistency

than those of human experts.

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1.3 Purpose
The main purpose of developing this system is to provide a platform for the candi-
date who didn’t get the job even though they are well qualified.

In these proposed system the Human Resource department will be shortlisting those
candidates whose CV has fulfilled the requirements of the particular business sec-
tor.And due to this the workload will also be reduced on the HR department.

1.4 Scope
The scope of this domain is around modern job recruiting system.

This developed system will be used in various business sectors:

• Industrial organization - for hiring employee

• Educational institutes – for hiring faculties

It would be directly controlled by the HR department who can also change the
requirements as per the vacancy.

Personality Prediction using CV Analysis 2

Chapter 2

System analysis

2.1 Literature survey

2.1.1 Personality Based E-Recruitment System

Name Personality Based E-Recruitment System

Authors Warnacula RC, Munas Y, Karunasekara CS, Fernando TA, Vithana N
Publication[Year] December 2017

Table 2.1: Personality Based E-Recruitment System

In it, the system implemented an automated candidate ranking, based on objec-

tive criteria that was to be extracted from the applicant’s CV profile. The candi-
dates personality traits were automatically extracted from his/her social presence
using linguistic analysis. The applicant’s rank was derived from individual selection
criteria using analytical hierarchy process (AHP), while their relative significance
(weight) was controlled by the recruiter.
The Big Five personality factors (Openness, Conscientiousness, Extraversion, Agree-
ableness, and Neuroticism) to test for the existence of a GFP.

2.1.2 Personality Prediction By Discrete Methodology

Name Personality Prediction By Discrete Methodology

Authors Gayatri Vaidya, Pratima Yadav, Reena Yadav, Prof.Chandana Nighut
Publication [Year] March 2018

Table 2.2: Personality Prediction By Discrete Methodology

The main goals of the proposed system is to distinguish internal properties of

the person from overt, behaviors, and to show the results using chart or in percent-
age. Personality traits are consistent patterns of thoughts, feelings, or actions that
distinguish people from one another. There are various methodology that can be
used, to make this system. One of them is the pictorial technique. There are several
pictorial techniques. The important ones are as follows:

a) Thematic apperception test (T.A.T.): The TAT consists of a set of pictures

(some of the pictures deal with the ordinary day-to-day events while others may
be ambiguous pictures of unusual situations) that are shown to respondents

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who are asked to describe what they think the pictures represent. The replies
of respondents constitute the basis for the investigator to draw inferences about
their personality structure, attitudes, etc.

b) Rosenzweig test: This test uses a cartoon format wherein we have a series of
cartoons with words inserted in ‘balloons’ above. The respondent is asked to
put his own words in an empty balloon space provided for the purpose in the
picture. From what the respondents write in this fashion, the study of their
attitudes can be made.

c) Rorschach test: This test consists of ten cards having prints of inkblots. The
design happens to be symmetrical but meaningless. The respondents are asked
to describe what they perceive in such symmetric a link blots and the responses
are interpreted on the basis of some pre-determined psychological framework.
This test is frequently used but the problem of validity still remains a major
problem of this test.

d) Quizzes, tests and examinations: This is also a technique of extracting in-

formation regarding specific ability of candidates indirectly. In this procedure
both long and short questions are framed to test through them the memorizing
and analytical ability of candidates.

e) Sociometry: Sociometry is a technique for describing the social relationships

among individuals in a group. In an indirect way, sociometry attempts to de-
scribe attractions or repulsions between individuals by asking them to indicate
whom they would choose or reject in various situations.

2.1.3 Candidate Hiring Through CV Analysis

Name Candidate Hiring Through CV Analysis

Authors Shubham D Dhende, Aniket S Pashankar , Sushil A Pawar, Akash S
Salave, Sudhir D Salunkhe
Publication [Year] May, 2018

Table 2.3: Candidate Hiring Through CV Analysis

The motivation behind this system is to develop an application that will assist
organizations in the recruitment process. This is far different approach than em-
ployment websites. Our system allow the candidates to enter information about
academics, skill set etc. and upload their resumes. The entered information is then
analysed by our system. This makes our search process easy. The analyzing system
works on the algorithm that uses ranking, which is a sub domain of Text Mining.
System reads the information entered by user such as SSC marks, HSC marks, de-
gree aggregate, programming languages known and performs ranking. This acquired
information is stored in the database. This stored information can be accessed by
HR, HR can simply provide keywords to the system and system will find all the
relevant resumes that match with the keywords.

Ranking Algorithm
Each candidate will be scored based on the skillset, experience and academics. Scor-
ing will also be influenced by user profile. The focus in Information Retrieval research

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lays on text classification systems which make binary decisions for text document as
either relevant or non-relevant with respect to a user’s information need. We used
precision, recall and F-measure metrics for performance evaluation.
Performance Measures
Precision

• Precision measures the number of relevant items retrieved as a percentage of

the total number of items retrieved.
Precision= relevant items retrieved / retrieved items

Recall

• Recall measures the number of relevant items retrieved percentage of the num-
ber of relevant items in the collection.
Recall= relevant items retrieved / relevant items

2.2 SWOT Analysis

Figure 2.1: SWOT Analysis

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2.3 Problem specification

2.4 Project development approach and justification

Personality Prediction using CV Analysis 6

Chapter 3

Design: analysis, design methodology

and implementation strategy.

3.1 Requirement analysis and gathering

3.1.1 Feasibility study
The study determines if the new proposed system is useful to various business sec-
tors or not. The system does not count if it’s not useful to the particular business
sector. In parallel, the study also determines if the system can be built correctly
and precisely on time with available resources meeting all the constraints.

Personality Prediction using CV analysis is technically feasible since can-

didate only require active internet connection to use the system.Similarly, it is oper-
ationally feasible because this system is easy to use. And the system is economically
feasible because we don’t require money to use it since it can be browsed and used.

3.1.2 H/W and S/W requirement

Software Requirements

1. Windows 7 or higher

2. Python 3.6

3. PHP

4. Xampp Server

Hardware Requirements

1. Processor - i3

2. Hard disk - 5GB

3. Memory – 1GB RAM

4. Active Internet Connection

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3.2 Designing methodology

3.2.1 AEIOU Canvas
AEIOU Canvas includes activities, environment, interaction, objects and users. Dur-
ing our observations, we enlisted the above mentioned things in our logbook and
based on that AEIOU canvas is developed. Activities include the surrounding ac-
tivities that occurred during the observation. Environment includes the type of
environment at observation place. Interaction includes the surrounding interaction
at workplace. Object includes the list of object observed at workplace. Users include
people whom we met during our observation phase

Figure 3.1: AEIOU Canvas

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3.2.2 Empathy Canvas

Empathy is the centerpiece of a human-centered design process. The Empathize
mode is the work you do to understand people, within the context of our design
challenge. It is our effort to understand the way they do things and why, their
physical and emotional needs, how they think about world, and what is meaningful
to them. It includes users, stakeholders, activities and happy/sad stories.

Figure 3.2: Emapathy Canvas

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3.2.3 Product Development Canvas

Product Development Canvas (PDC) involves the basic concept of our project/
application. We have mentioned how our product will be helpful to the people and
what are the benefits of this product. PDC includes purpose, people, components,
product features, product functions, product experience, customer revalidation and
reject/redesign/retain.

Figure 3.3: Product Development Canvas

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3.2.4 Ideation Canvas

Ideation is the mode of the design process in which you concentrate on idea gen-
eration. Mentally it represents a process of “going wide” in terms Ideate is the
mode of the design process in which you concentrate on idea generation. Mentally
it represents a process of “going wide” in terms of concepts and outcomes. Ideation
provides both the fuel and also the source material for building prototypes and
getting innovative solutions into the hands of us. Ideation canvas includes People-
who are going to use the application, activities, situation/context/location, and
props/tools/equipment’s of concepts and outcomes. Ideation provides both the fuel
and also the source material for building prototypes and getting innovative solutions
into the hands of us. Ideation canvas includes People-who are going to use the ap-
plication, activities, situation/context/location, and props/tools/equipment’s.

Figure 3.4: Ideation Canvas

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3.2.5 Activity Diagram

Figure 3.5: Activity Diagram

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3.2.6 Sequence Diagram

Figure 3.6: Sequence Diagram

3.2.7 Class Diagram

Figure 3.7: Class Diagram

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3.2.8 Use-Case Diagram

Figure 3.8: Use-case Diagram

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Chapter 4

Implementation

4.1 System flow (block diagram)

Figure 4.1: Block Diagram

4.2 Program/ module specification.

4.3 Database design and structural design
4.4 Implementation snapshots

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Figure 4.2: Candidate Login

Personality Prediction using CV Analysis 16

Chapter 5

Conclusion and summary of project

5.1 References
[?] [?] [?] [?] [?] [?] [?] [?]

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5.2 Appendix

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