The University of Lahore – Final Year Project Proposal

THE UNIVERSITY OF LAHORE

Department of Computer Science & IT
Faculty of Information Technology

Day Month Year

Final Year Project Proposal
DATE 0 6 – 0 1 – 2 0 2 5

PROJECT TITLE: AI Powered Interviewer

- AI Interviewer
- Bias-Free Hiring
- Candidate Assessment
KEY WORDS:
- Automated Screening
- Stress-Free Interviews
- Inclusive Hiring Solutions

The project belongs to the domain of Artificial Intelligence and Human Resource
DOMAIN OF THE Management, with a specific focus on leveraging AI technologies to streamline
PROJECT: recruitment processes, eliminate biases, and enhance candidate assessment and
evaluation.

SUPERVISOR’S
Mam Iqra Sabeen
NAME:

STUDENT INFORMATION
Sr. Student ID Name Email Mobile

1. 70131507 Abdul Ahad Khan Suri 70131507@student.uol.edu.pk +92 315 4471617

2. 70130650 Waseem Qasim 70130650@student.uol.edu.pk +92 348 0683169

Page 1
 The University of Lahore – Final Year Project Proposal

PROBLEM STATEMENT

In our diverse world, biases affect various aspects of life, including racial, gender-based, and
personal biases. This reality significantly impacts the hiring process, leading to unjust practices and
missed opportunities. Additionally, candidates often face heightened stress levels, lack of
feedback, and inadequate preparation materials, compounding the challenges they encounter. An
AI-driven solution offers a promising approach to streamline hiring practices, mitigating biases and
providing candidates with valuable feedback and opportunities to engage in interview simulations.

EXECUTIVE SUMMARY

The “AI Interviewer” project is an innovative solution designed to address the challenges inherent
in traditional hiring processes. Recruitment practices often suffer from unconscious biases,
inconsistent evaluations, and time-intensive tasks that can lead to unfair hiring outcomes and
missed opportunities. Candidates, on the other hand, frequently face anxiety during interviews, a
lack of structured feedback, and limited tools to prepare, all of which hinder their ability to perform
at their best and grow professionally.

Our project leverages artificial intelligence to streamline and improve recruitment. By eliminating
biases based on personal attributes such as gender, race, and age, the system ensures a fair
evaluation process centered on skills and qualifications. The platform automates tedious tasks such
as resume screening and interview scheduling, making the hiring process more efficient.
Additionally, it standardizes candidate evaluations by applying predefined criteria, ensuring
consistent and objective assessments for all applicants.

One of the project’s standout features is its focus on candidate empowerment. It provides real-time
feedback and tailored improvement plans, enabling candidates to refine their skills and build
confidence. The system also reduces interview-related stress by offering low-pressure mock
interviews and personalized guidance. Furthermore, features such as multilingual support and soft
skill assessments make the platform accessible to a broader audience, including diverse regions and
industries.

Designed with affordability in mind, the “AI Interviewer” is particularly beneficial for students,
recent graduates, and small businesses, ensuring these groups have access to advanced recruitment
tools without incurring high costs. The system also incorporates a transparent scoring mechanism,
allowing both recruiters and candidates to understand how evaluations are conducted, fostering
trust in the process.

This project goes beyond simply optimizing recruitment for employers; it addresses the societal
need for equal opportunities in the workforce. By promoting diversity, reducing stress, and
empowering candidates, the “AI Interviewer” contributes to creating a more inclusive, efficient,
and capable workforce, ready to meet the demands of a rapidly evolving job market.

Page 2
 The University of Lahore – Final Year Project Proposal

INTRODUCTION

Relevance and Importance of the Problem

The recruitment process is often fraught with challenges such as unconscious bias, inconsistent
evaluations, and time-consuming tasks, which can lead to unfair hiring decisions and missed
opportunities for both employers and candidates. These issues are particularly problematic in
today’s fast-paced job market, where efficiency, fairness, and transparency are crucial. There is a
growing need for an automated, unbiased, and candidate-friendly solution to streamline
recruitment and ensure a more inclusive and equitable hiring process.

Background Information
AI and machine learning technologies have revolutionized various industries, and recruitment is
no exception. Traditional hiring practices are slow, subjective, and often fail to evaluate
candidates consistently. AI-based recruitment tools, such as HireVue and MyInterview, have
emerged to automate aspects of the hiring process, such as resume screening and interview
analysis. While these solutions have enhanced efficiency, they often focus on recruiters’ needs
rather than the candidate experience, and concerns regarding algorithmic bias and lack of
transparency persist. This creates an opportunity for a more balanced solution that caters to both
recruiters and candidates while ensuring fairness.

Previous Related Work

Existing recruitment platforms like HireVue and MyInterview provide automation for resume
analysis, pre-screening interviews, and candidate assessments. However, these platforms tend to
prioritize efficiency over candidate empowerment and do not fully address the issue of
unconscious bias. Additionally, features such as real-time candidate feedback, personalized
improvement suggestions, and stress-reduction tools are often overlooked. Our project aims to
build upon these existing tools by offering a system that not only streamlines recruitment but also
empowers candidates through structured feedback, mock interviews, and AI-driven performance
analysis. This project addresses gaps left by existing solutions, ensuring fairness, transparency,
and a more inclusive hiring process for all candidates.

COMPETITORS/COMPETITIVE ANALYSIS

Competitor 1: HireVue
Features: AI-powered video interviewing, automated candidate screening, and performance
analysis based on facial expressions, tone, and speech patterns.
Target Audience: Large corporations and recruitment agencies.
Limitations: Focuses primarily on recruiter needs, with minimal support for candidate
development. Lack of candidate feedback and preparation tools.

Competitor 2: MyInterview

Page 3
 The University of Lahore – Final Year Project Proposal

Features: Video interview platform with AI-based candidate evaluation, customizable interview
templates, and integration with applicant tracking systems (ATS).
Target Audience: Mid-sized businesses and recruiters.
Limitations: Limited focus on soft skills and candidate empowerment. Does not provide
personalized feedback or stress-reduction techniques for candidates.

Competitor 3: Talview
Features: AI-driven recruitment platform for video interviewing, skill assessments, and candidate
ranking. Offers insights into candidate skills and cultural fit.
Target Audience: Global enterprises and HR teams.
Limitations: Focuses mainly on skills assessments and ranking, without providing a
comprehensive feedback system for candidates.

Competitor 4: HireTual
Features: AI-powered candidate sourcing and recruitment automation tool, focusing on resume
screening and talent pool management.
Target Audience: Talent acquisition teams and recruiters.
Limitations: Lacks features for assessing soft skills, providing feedback, and ensuring a stress-free
interview experience for candidates.

OBJECTIVES

1. Develop a Bias-Free Recruitment System: Create an AI-driven platform that eliminates

unconscious biases in the recruitment process by assessing candidates based solely on their
skills and qualifications, ensuring fairness in hiring decisions.
2. Streamline the Hiring Process: Automate key stages of the recruitment process,
including resume screening, interview scheduling, and candidate evaluations, to reduce
manual effort and increase the overall efficiency of the hiring process.
3. Provide Personalized Candidate Feedback: Design a system that delivers real-time,
constructive feedback to candidates, helping them identify areas for improvement and
boosting their confidence through actionable insights.
4. Offer Stress-Free Interview Simulations: Implement a feature that enables candidates to
practice interviews in a low-pressure environment, providing a safe space to improve their
interview performance and reduce anxiety.
5. Standardize Candidate Evaluation: Ensure that all candidates are assessed using
consistent, predefined criteria, enabling recruiters to make data-driven decisions based on
objective, standardized performance evaluations.
6. Ensure Transparency in AI Decision Making: Create an easily understandable and
transparent AI evaluation system that allows both recruiters and candidates to see how
decisions are made and how evaluations are scored.
7. Support Diverse Candidate Pools: Develop a platform with multilingual capabilities and
accessible features, ensuring that candidates from different regions and backgrounds can
effectively engage with the system.
8. Enhance Candidate Experience: Focus on improving the overall candidate experience by
offering features that empower them to develop skills, reduce stress, and improve

Page 4
 The University of Lahore – Final Year Project Proposal

performance during interviews.

9. Provide Comprehensive Analytics for Recruiters: Build an analytics dashboard that gives
recruiters valuable insights into candidate performance, allowing them to make more
informed decisions based on data-driven results.
10. Ensure Scalability and Affordability: Design the platform to be scalable for businesses
of all sizes, while maintaining an affordable pricing model that ensures accessibility for
small businesses and early-career job seekers.

MOTIVATION

The process of recruitment plays a pivotal role in the success and expansion of any organization.
Nevertheless, this process often faces challenges due to inefficiencies, biases, and inconsistencies,
which can result in unfair hiring outcomes, missed chances, and a lack of diversity within the
workforce. These issues impact both employers and candidates, creating a stressful, time-
consuming, and subjective recruitment experience. The driving force behind this project originates
from the necessity to establish a recruitment system that not only operates effectively but is also
characterized by fairness, transparency, and candidate-centricity. By mitigating unconscious
biases, alleviating interview pressure, and delivering immediate feedback, this solution strives to
empower candidates, especially those who may lack access to conventional interview preparation
resources. Simultaneously, it aims to assist employers in making informed, data-driven choices.
Moreover, given the escalating emphasis on diversity and inclusion in professional settings, the
project’s emphasis on eradicating biases and promoting equal opportunities is highly pertinent in
today’s global job landscape. As businesses and organizations seek to modernize their recruitment
methods, an AI-powered solution that caters to the needs of both recruiters and candidates offers
substantial benefits, enhancing the efficiency, fairness, and inclusivity of the recruitment process
for all stakeholders involved.

FEATURES OF PROJECT

1. Bias-Free Candidate Evaluation

The system utilizes AI algorithms to ensure a fair and objective evaluation by assessing
candidates based solely on their skills, qualifications, and experience, without being influenced by
gender, race, age, or other personal factors. This functionality eliminates unconscious bias in the
hiring process and promotes diversity and inclusivity.

2. Automated Candidate Screening

The AI streamlines the candidate screening process by automatically analyzing resumes,
conducting pre-screening interviews, and scheduling follow-up interviews. This reduces the time
spent on manual tasks, speeding up the hiring process, and allowing recruiters to focus on high-
value activities like final interviews and decision-making.

3. Standardized Candidate Evaluation

The system removes subjectivity from evaluations by scoring candidate responses according to
consistent, predefined criteria. This standardization ensures that every candidate is assessed

Page 5
 The University of Lahore – Final Year Project Proposal

equally across all stages, making the hiring process fairer and more transparent.

4. Efficient Handling of High Volume of Applicants

The AI efficiently ranks and filters candidates based on their qualifications, skills, and role
suitability. This functionality helps recruiters manage large volumes of applicants by highlighting
the most promising candidates, ensuring that high-quality talent is not overlooked in the process.

5. Stress-Free Interview Preparation

The system creates a more relaxed interview environment for candidates by providing simulated
interview scenarios where they can practice. Real-time feedback on performance—such as
speaking tone, body language, and response quality—helps candidates reduce anxiety and improve
their interview confidence.

6. Consistent and Structured Feedback

The system automates the feedback generation process, ensuring that interview feedback is
structured, consistent, and objective. After each interview, the AI provides detailed reports that
help interviewers make more informed, data-driven decisions and compare candidates more
effectively. This functionality enhances the overall decision-making process by offering a clear
view of each candidate’s strengths and areas for improvement.

ARCHITECTURAL DESIGN

1. Hardware Components
• Server/Cloud Infrastructure
The system will rely on cloud servers or dedicated on-premise servers for hosting. These servers
will handle AI algorithms, data storage, and high-volume computations required for resume
screening, interview simulations, and evaluation processes.
• User Devices (Client Devices)
These devices (laptops, desktops, or mobile devices) are used by recruiters and candidates to
interact with the system. The interface will be a web or mobile application, accessible across
platforms.
• Cameras & Microphones (For Interviews)
During interview simulations, candidates’ video and audio inputs are captured through the camera
and microphone of their device. This input will be processed by the AI system to assess non-
verbal communication and provide feedback.

2. Software Components
• Frontend (User Interface)
The user interface (UI) will be built using web technologies like HTML, CSS, and JavaScript
(React or Angular). This will provide an interactive, user-friendly experience for both recruiters
and candidates. Frontend features will include:
➢ Dashboard for recruiters to review candidate profiles and interview evaluations.
➢ Interview simulation environment for candidates to practice.
➢ Real-time feedback and performance analytics.
• Backend (Server-Side Application)

Page 6
 The University of Lahore – Final Year Project Proposal

The backend will handle the logic behind resume screening, interview analysis, and data storage.
It will be built using programming languages like Python (with frameworks like Django or Flask)
or Node.js. Key backend features will include:
➢ Resume parsing and filtering based on predefined criteria.
➢ AI-based candidate evaluation and ranking.
➢ Database management for storing candidate data, interview results, and feedback.
• AI and Machine Learning Algorithms
The AI algorithms will be at the heart of the system, processing data from resumes, interviews,
and other inputs. The machine learning models will analyze text data, audio, and video inputs,
assess candidates’ skills, and provide objective evaluations. Popular frameworks like TensorFlow,
PyTorch, or OpenAI GPT models could be used for AI training and deployment.
• Database Management System
A relational database (such as MySQL, PostgreSQL) or NoSQL database (like MongoDB) will be
used to store candidate profiles, resumes, interview data, feedback, and system logs. This database
ensures data persistence and smooth operation of the system.
• Real-Time Communication Module
This component manages video and audio communication between candidates and the system for
interview simulations. WebRTC technology can be used to enable real-time, peer-to-peer
communication during virtual interviews.

3. Network Components
• Cloud Hosting
The system’s backend and AI services will be hosted on the cloud (e.g., AWS, Google Cloud,
Microsoft Azure) to ensure scalability and reliability. Cloud hosting will handle the large-scale
data processing needs of AI evaluations and real-time interview simulations.
• API Layer
An API layer will facilitate communication between the frontend and backend. This will be
built using RESTful API or GraphQL to send and retrieve data between the client-side
application and the server, such as sending candidate data, receiving feedback, and updating
interview status.

4. Architectural Flow
a. Candidate Interaction
• Candidates log into the system and complete their profile.
• They upload resumes, which are analyzed by the AI system.
• The system suggests potential jobs, and candidates can participate in interview simulations.
• The system evaluates their responses based on predefined criteria and provides real-time
feedback.
b. Recruiter Interaction
• Recruiters log into the system and view the dashboard with a list of candidates.
• They access resume details, AI-generated scores, and feedback from interview simulations.
• Recruiters can schedule real interviews based on AI recommendations and adjust selection
criteria as needed
c. AI Evaluation and Feedback
• AI algorithms analyze candidate responses to interview questions, assess soft skills, and
generate scores based on standard metrics.

Page 7
 The University of Lahore – Final Year Project Proposal

• Feedback is automatically generated and shared with both the recruiter and the candidate

Architecture Diagram.

IMPLEMENTATION TOOLS AND TECHNIQUES

1. Methodology
The project will follow an Agile Development methodology to ensure flexibility and adaptability
throughout the project development lifecycle. This approach allows for iterative development and
regular feedback from stakeholders, ensuring that the system meets the requirements and
expectations.
Key Phases of the Implementation:
• Requirement Gathering and Analysis:
Understanding the problem domain, user needs, and functional requirements. Interviews
with potential users (recruiters and candidates) will be conducted to gather feedback on
features and functionalities.

Page 8
 The University of Lahore – Final Year Project Proposal

• System Design:
Creating wireframes and system architecture to outline the interaction between system
components (frontend, backend, AI, and database). A high-level design is formulated at
this stage.
• Frontend and Backend Development:
Frontend development involves building the user interface where candidates and recruiters
will interact with the system. The backend will handle the logic, data processing, and AI
integration.
• AI Model Development and Integration:
Developing machine learning models for resume parsing, interview assessment, and
feedback generation. These models will be integrated into the system’s backend to provide
real-time evaluation and feedback.
• Testing and Debugging:
The system will undergo rigorous testing (unit testing, integration testing, and user
acceptance testing) to identify and fix any issues. Feedback from stakeholders will be
incorporated to improve the usability and functionality of the platform.
• Deployment and Maintenance:
Once the system is fully developed, it will be deployed to cloud servers. Continuous
monitoring and maintenance will be conducted to ensure the platform runs smoothly, with
future updates and enhancements as needed.

2. Implementation Tools
Frontend Development:
• ReactJS: For building dynamic, responsive Uis.
• HTML/CSS/JavaScript: For page structure, design, and interactivity.
• Bootstrap: For quick, responsive UI development.
Backend Development:
• Node.js & Express.js: For backend server and API management.
• Python: For AI and machine learning tasks.
• Flask/Django: For handling backend routing and database integration.
AI & Machine Learning:
• TensorFlow: For training AI models for resume parsing and interview evaluation.
• PyTorch: For building AI models and handling speech/text analysis.
• Spacy: For NLP tasks like resume and interview analysis.
• OpenCV: For analyzing non-verbal communication through video feeds
Database Management:
• MySQL/PostgreSQL: For relational database storage of user and interview data.
• MongoDB: For handling unstructured data and logs.
Real-Time Communication:
• WebRTC (Web Real-Time Communication): For enabling video and audio communication
in simulated interviews
Cloud Hosting and Deployment:
• AWS: For hosting, computing, and storage services.
• Heroku: For easy deployment and cloud services.
• Docker: For containerizing the app, ensuring consistent deployment.
Testing Tools:

Page 9
 The University of Lahore – Final Year Project Proposal

• Jest: For testing frontend components.

• Mocha/Chai: For backend server logic testing.
• Selenium: For automated UI testing.

PROJECT PLAN

Division of Responsibilities and Duties

Team Member 1:
• Frontend Development: Responsible for UI/UX design, building the ReactJS frontend, and
ensuring a responsive design.
• Backend Integration: Handles integration of APIs with the frontend, database setup, and
deployment strategies.
• System Testing: Conducts unit and integration testing for both frontend and backend
components.
Team Member 2:
• AI Development: Responsible for AI model creation, training, and integration with the
backend.
• Database Management: Manages database setup, schema design, and ensures efficient data
storage.
• Real-Time Communication: Implements and tests video/audio functionality using
WebRTC.

Timeline with Milestones

Phase 1 (February to May)
February (Week 1-2):
• Task: Finalizing project requirements and preparing design documentation.
Milestone: Requirement Analysis Completed.
February (Week 3-4):
• Task: Design system architecture and high-level wireframes.
Milestone: System Design Completed
March (Week 1-2):
• Task: Frontend development (setting up ReactJS, creating main UI components).
Milestone: Frontend Development – Basic Layout.
March (Week 3-4):
• Task: Backend setup (Node.js, Express.js, and initial API development).
Milestone: Backend Development – API Setup.
April (Week 1-2):
• Task: AI model development (resume parsing, NLP for interview evaluation).
Milestone: AI Model Development – Basic Model.
April (Week 3-4):
• Task: Frontend development (integrating AI and backend data into UI).
Milestone: Integration of AI & Backend into Frontend.
May (Week 1-2):
• Task: Implement database (MySQL/PostgreSQL setup).
Milestone: Database Setup Completed.

Page 10
 The University of Lahore – Final Year Project Proposal

May (Week 3-4):

• Task: Testing and debugging of frontend, backend, and AI system.
Milestone: System Testing Completed

Phase 2 (September to January)

September (Week 1-2):
• Task: Implement real-time communication (WebRTC integration).
Milestone: Real-Time Communication Setup.
September (Week 3-4):
• Task: Refining AI models (fine-tuning, improving accuracy).
Milestone: AI Model Enhancement.
October (Week 1-2):
• Task: Frontend and backend final touches (UI/UX improvements, performance
optimization).
Milestone: UI/UX Finalization.
October (Week 3-4):
• Task: System integration and testing (full system check for bugs, ensuring all components
work together).
Milestone: System Integration Completed.
November (Week 1-2):
• Task: Beta testing with real users, collecting feedback, and making adjustments.
Milestone: Beta Testing Completed.
November (Week 3-4):
• Task: Final system improvements (based on feedback), preparing for deployment
Milestone: System Improvements Completed.
December (Week 1-2):
• Task: Deployment to cloud (AWS/Heroku), documentation preparation.
Milestone: Deployment & Documentation.
January (Week 1-2):
• Task: Final testing, project report submission, and project presentation.
Milestone: Final Submission & Presentation.

Page 11
 The University of Lahore – Final Year Project Proposal

Gantt Chart.

REFERENCES

Books and Articles:

• Brown, P., & Wilson, S. (2020). Artificial Intelligence in Recruitment: Benefits and
Challenges. HR Technology Review, 15(3), 45-59.
• Smith, J. (2021). AI and the Future of Work: Transforming Hiring Processes. AI Journal of
Employment Studies, 12(1), 22-35.
• Johnson, L. R., & Davis, M. (2019). Reducing Bias in Hiring with AI: A Comparative
Study. Proceedings of the International Conference on AI in HR.
• Zhang, Y., & Lee, K. (2020). Efficiency in Candidate Screening Using AI Systems.
Journal of Recruitment Science, 8(4), 67-89.

Websites and Online Resources

• HireVue Official Website: https://www.hirevue.com
• MyInterview Official Website: https://www.myinterview.com
• SHRM: Artificial Intelligence in Recruitment. Retrieved from https://www.shrm.org
• ResearchGate: “AI Algorithms for Bias Reduction in Hiring Processes.”

Tools and software

• TensorFlow Documentation: https://www.tensorflow.org
• ReactJS Official Documentation: https://reactjs.org/docs/getting-started.html

Page 12
The University of Lahore – Final Year Project Proposal

• AWS AI Services Overview: https://aws.amazon.com/machine-learning

Supervisor’s Signature: ………………………

Page 13
The University of Lahore – Final Year Project Proposal

FYP Proposal Evaluation

PROJECT TITLE: AI Powered Interviewer

STUDENT INFORMATION

Sr. Student ID Name Email Mobile

70131507@student.uol.e +92 315 4471617
1. 70131507 Abdul Ahad Khan Suri
du.pk
70130650@student.uol.e +92 348 0683169
2. 70130650 Waseem Qasim
du.pk

FOR EVALUATOR’S ONLY

Remarks: Accepted Accepted with Minor changes Rejected

Suggested Improvements (if any):

____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________________
____________________________________________________________________________

Reviewed By:

Name: _______________________________________________________________________

Signature: _______________________________________________________________________

Day Month Year

DATE – –
Page 14