“Discover potential” is the feature that recommends the most relevant jobs (Personi) for a candidate profile, by displaying:

CV / Hard Skills Matching (what the profile knows how to do, their background, keywords, experience),
Personality / Soft Skills Matching (how the person operates),
Overall Matching (a summary of the two).

👉 In short: we go from “who is this person?” to “where are they most likely to succeed?” (person-job fit / person-environment fit logic).

The science behind the idea that “best fit = best results”.

1. What the screen shows (simple, no-nonsense read)

On the selection screen (like your screenshot):

A list of jobs / Personi (e.g., “Omnichannel & Innovation Project Manager…”),
An overall score (e.g., 85% “Very high potential”),
Two gauges:
- CV (hard skills, background),
- Personality (soft skills),
A sort (“Sort by: Global score (Personality + CV)”),
A filter “Show only profiles with CV”.

The candidate (or recruiter) can visually compare jobs where the CV fits versus jobs where the personality fits — and avoid the common pitfall: “excellent CV but poor fit” or “great soft skills but missing competencies”.

2. How Trimoji calculates the match (understandable version)

a) CV Matching (hard skills)

Trimoji analyzes the CV, extracts information, experience, degrees, languages, certifications, and most importantly transcribes it into skills.
CV Sorter - How it works …
Then it compares it to the job's Personi (keywords, criteria, etc.).

⚠️ Frankly speaking: a CV is an imperfect document (formats, biases, vocabulary, omissions). Parsing/skills extraction systems are useful but have limitations (noisy data, difficult nuances, potential biases).

b) Personality Matching (soft skills)

Based on Trimoji's psychometric analysis (soft skills, work habits, reading models like Big Five/Big 4, RIASEC, etc.).
Training on Trimoji Analysis
And the general idea is consistent with the literature: certain traits (e.g., conscientiousness) predict some performance across many jobs — but never “everything”.

c) Overall Matching

This is a summary: CV + personality.
Key pedagogical message to emphasize: the overall score is meaningless if you don't look at the 2 sub-scores.

3. Best practices for use (field mode)

When to use it

To help a candidate project themselves (internal/external orientation).
To manage employee internal mobility.
To speed up a recruiter's work: “where is this profile most likely to be successful quickly?”
To challenge a manager: “okay, you want this job… but objectively, what does this profile fit better?”

How to decide quickly

High overall + High CV + High Personality: go → “obvious fit”.
High overall but Low CV: potential in soft skills → requires upskilling / training.
High overall but Low Personality: skills are okay → risk of burnout, demotivation, team friction.
Very High CV / Average Personality: often good in the short term, but needs monitoring for cultural fit/pace.
Very High Personality / Average CV: a good bet if you can provide training (otherwise you'll struggle).

Conclusion

❌ It is not a crystal ball.

❌ It is not “the truth about someone”.

❌ It is not a substitute for an interview.

✅ It is a tool for fit and prioritization, and this is exactly how HR research defends it: fit (job, organization, team) is linked to satisfaction, performance, retention… but it remains probabilistic.

Discover a Profile's Potential