Structure soft skills assessments, without replacing human judgment
Trimoji's soft skills assessment helps to get a clearer picture of a candidate's behavioral skills and how they function, then to transform this information into useful resources for decision-making, support, and coaching.
Trimoji does not replace the recruiter, coach, or manager. It provides more readable and comparable benchmarks to prepare for the interview and secure the hiring decision.
Want to structure your soft skills assessments and leverage useful deliverables, from job brief to candidate profile?
Request a Trimoji demo
What the Trimoji soft skills assessment measures
The soft skills assessment aims to shed light on a profile's functioning, particularly:
- Soft skills and collaboration styles
- Communication style and decision-making approach
- Strengths, areas for caution, and aspects to investigate
- Conditions for success in a given context
Psychometric models used
Trimoji draws on several frameworks and models, including:
โ DISC โ Big Five โ MBTI โ RIASEC โ M4 Likert โ Nรฉgomap โ Driver AT
Candidate Journey
A short and structured assessment
The longest questionnaire is advertised as taking 15 minutes, with an observed average of 14 minutes.
Two questionnaire formats
โฑ๏ธ Short format advertised at 3 minutes
โฑ๏ธ Long format advertised at 15 minutes
Observed reliability since Trimoji's creation
โ 85% for the questionnaire advertised at 15 minutes
โ 74% for the questionnaire advertised at 3 minutes
Analysis of the candidate's assessment journey
Trimoji also analyzes the candidate's journey during the assessment, with two objectives:
โ Profile verification
๐ Analysis of potential biases in the journey
Candidate feedback and threshold
Trimoji calculates candidate feedback. If the candidate feedback is low, with a threshold of 67%, the candidate can select a profile they identify with.
Recruiter Experience
Read quickly, understand better
The reporting is designed to get to the essential quickly, and then allow for a more in-depth read if needed.
Prepare more effective interviews
The results help in formulating concrete, verification-oriented questions, rather than relying solely on intuition.
Assist in decision-making, and also in coaching
Soft skills assessment is useful in recruitment, but also in coaching and consulting, for example for:
- Recruiters and HR teams
- Skills assessments
- Coaches
- Schools and student support organizations
Soft skills reports in a comprehensive process
Trimoji can provide deliverables that cover the entire process, from scoping to onboarding, with a logic of continuity.
Typical deliverable workflow
- Personi (job brief)
- Analyses (soft skills and personality)
- Interview guide
- Matching (job fit)
- Team comparison and team dynamics
- Onboarding
- Candidate profile (aggregates all useful information about the profile)
How it works
Step 1: Define the objective
Clarify what you want to verify and why (recruitment, career guidance, coaching, mobility).
Step 2: Administer the assessment
The candidate completes the questionnaire, in short or long format depending on your needs.
Step 3: Review and utilize
Use the results to prepare for the interview, compare profiles, and share a clear summary.
Step 4: Translate into actions
Hiring decision, onboarding plan, coaching plan, or recommendations within a consulting framework.
Use Cases
Recruitment
- Differentiate profiles with similar CVs
- Objectify a shortlist
- Prepare a structured interview
- Secure a hiring decision
Coaching and skills assessment
- Clarify functioning styles
- Identify areas for development
- Provide tools for an action plan
Schools and student support
- Help students understand themselves better
- Provide career guidance and prepare for the professional world
- Structure pedagogical support
FAQ
How long does the soft skills assessment take?
The longest questionnaire is advertised as taking 15 minutes, with an observed average of 14 minutes.
What is the reliability of the questionnaires?
Observations since Trimoji's creation: 85% for the format advertised at 15 minutes and 74% for the format advertised at 3 minutes.
What psychometric models are used?
DISC, Big Five, MBTI, RIASEC, M4 Likert, Nรฉgomap, Driver AT.
What is the candidate journey analysis for?
It is used to verify the profile and to analyze potential biases in the journey analysis.
What happens if the candidate feedback is low?
If the candidate feedback is below the 67% threshold, the candidate can choose a profile they identify with.
Does this replace the interview?
No. The results are used to prepare the conversation and verify hypotheses. The decision remains human and contextualized.
Want to structure your soft skills assessments and leverage useful deliverables, from job brief to candidate profile?
Request a Trimoji demo