# Generating Job Recommendations Based on User Personality and Gallup Tests
## 1 Introduction  
Job recommendation systems have become increasingly useful in modern recruitment processes, offering a more efficient and personalized way to match candidates with suitable job opportunities. The trend towards personalization in recommendation systems is particularly pronounced in job markets, where understanding individual preferences and characteristics can significantly enhance the effectiveness of these systems. Traditional job recommendation systems often focus on skills, qualifications, and past behavior, but they frequently overlook deeper personal factors such as personality traits [1]. This oversight is significant because personality plays a pivotal role in determining career satisfaction,productivity, and long-term job retention. Job recommendation systems have become increasingly useful in modern recruitment processes, offering a more efficient and personalized way to match candidates with suitable job opportunities. The trend towards personalization in recommendation systems is particularly pronounced in job markets, where understanding individual preferences and characteristics can significantly enhance the effectiveness of these systems. Traditional job recommendation systems often focus on skills, qualifications, and past behavior, but they frequently overlook deeper personal factors such as personality traits [1]. This oversight is significant because personality plays a pivotal role in determining career satisfaction, productivity, and long-term job retention. In this work, we propose a novel approach to job recommendations that leverages the Gallup CliftonStrengths personality assessment to enable more meaningful job-candidate matches. We apply GPT-4 and distance-based ranking methods to produce interpretable and fair recommendations, validated in a real-world setting. The Big Five personality traits--openness, conscientiousness, extraversion, agreeableness, and neuroticism--have been shown to influence user behavior and preferences in various contexts, including recommendation systems [2; 3]. By integrating personality traits into job recommendation systems, we can address the shortcomings of traditional systems and potentially improve career satisfaction and long-term job retention. This approach could also help employers identify candidates who are more likely to thrive in their work environment, leading to better talent acquisition and retention strategies. While prior work has largely relied on broad personality constructs like the Big Five (e.g., [2]), our use of Gallup's 34 themes enables finer-grained recommendations by mapping specific strengths to job requirements. For instance, a role requiring 'Relationship Building' may prioritize traits like 'Empathy' or 'Includer', which are not captured by generic extraversion or agreeableness measures. The Gallup Personality Test, specifically the CliftonStrengths assessment ([[https://www.gallup.com/cliftonstrengths/en/home.aspx](https://www.gallup.com/cliftonstrengths/en/home.aspx)]([https://www.gallup.com/cliftonstrengths/en/home.aspx](https://www.gallup.com/cliftonstrengths/en/home.aspx)), accessed on 1 May 2025), offers a unique approach to evaluating personality traits by focusing on 34 distinct strengths or talents that individuals naturally exhibit. This assessment is based on the premise that understanding and leveraging these strengths can enhance personal and professional performance. Unlike traditional personality assessments, like the Big Five, which categorize individuals into broad traits, the Gallup test provides a more nuanced view by identifying specific talents that can be developed and utilized effectively in various contexts. This granularity makes it particularly useful for job recommendation systems, as it allows for more precise matching of individuals with job roles that align with their natural strengths.