trimoji What is this deliverable for?
The Team Analysis report is the deliverable designed for collective reading. It compiles the personality profiles of several collaborators or candidates for a team-based assessment: collective behavioral skills, profile diversity, distributed styles, and member compatibilities.
Two complementary versions are available:
- Team Soft Skills Analysis: Collective behavioral assessment based on members' personality questionnaires.
- Team Hard Skills Analysis: Assessment of collective technical skills based on analyzed CVs, with comparison to an ideal CV job profile.
These two reports can be generated separately or combined for a 360° team view.
Soft Skills Team Report — Detailed Sections
1. Title Page
The cover identifies the report: team name, analysis type, and composition. The team type determines the sections displayed (standard, subgroups, compatibility analysis only, etc.).
2. Proximity Analysis (Optional)
For teams configured with subgroups, this section maps natural affinities between members based on their profiles. It helps identify clusters of behavioral proximity before addressing the overall analysis.
3. Team Information
Team composition (list of members) and contextual information about the analyzed group.
4. Individual Profiles (one page per member)
Each team member has their own profile sheet, representing within the collective report:
- Trimoji Portrait (name, type, profile mantra)
- Individual RADAR (12 dimensions, bars sorted by score)
- Highest Soft Skills (with candidate feedback)
- Points of attention (soft skills to monitor with feedback)
5. Collective RADAR
The RADAR is aggregated at the team level: each behavioral dimension displays the group's average score. This view helps identify dominant collective strengths and dimensions where the team is underrepresented or absent.
6. Collective 4 Colors
The 4 Colors map positions each team member on the behavioral plane (Dominant/Influential/Conscientious/Steady). The distribution of profiles on this map reveals the collective's balance or imbalance: a highly 'Dominant' team will tend to be high-performing and competitive, but potentially difficult to coordinate.
7. 4 Colors Legend
A dedicated page presents the characteristics of each behavioral quadrant to aid in interpreting the map.
8. Collective Management Styles
This section positions team members according to their natural management tendencies. It helps identify who in the team has a managerial profile, which leadership style dominates, and which management skills are underrepresented.
9. Collective BIG 4
The four major personality dimensions are represented at the group level. This view helps understand the team's underlying trends on axes such as openness to change, collective orientation, or rigor.
10. Collective 4D (Cognitive Preferences)
The distribution of the 16 4D types within the team is presented. This allows for identifying the group's cognitive diversity: intuitive vs. factual profiles, decision-oriented vs. harmony-oriented, organized vs. flexible.
11. Collective NEGOMAP
Each member's positioning on negotiation styles (NEGOMAP) is presented collectively. It identifies dominant styles in situations of tension or internal negotiation (Competition, Collaboration, Compromise, Accommodation, Avoidance).
12. Collective RIASEC
The distribution of the team's professional interests according to the 6 RIASEC dimensions (Artistic, Investigative, Social, Enterprising, Realistic, Conventional). Useful for verifying the alignment between members' aspirations and team missions.
13. Global Compatibility
A compatibility matrix between all team members, expressed as a percentage with a color code. Four levels of interpretation:
- Ideal Match: High natural complementarity
- Good Match: Good collaboration expected
- Adequate Relationship: No major obstacles, adjustments needed
- Low Compatibility: Risk of tension, requires managerial attention
14. Individual Compatibility (one page per member)
For each team member, a page details their compatibility with each of their colleagues, along with a description of the expected dynamics.
15. Compatibility Legend
A reference page explaining how to read and interpret compatibility scores in a professional context.
Hard Skills Team Report — Detailed Sections
The hard skills report is generated from the analyzed CVs of the members. It focuses on a snapshot of the team's collective technical skills.
1. Reference Job Brief (Optional)
If an ideal CV job brief has been associated, it is displayed as a reference to allow for reading scores against the job requirements.
2. Individual Scores per Member
Each member's CV matching score is presented in a comparative table, with key indicators per person.
3. Collective Technical Skills
The aggregated list of the team's hard skills, with their average score. Useful for identifying collective technical strengths and gaps.
4. Collective Knowledge
Aggregated view of the team's knowledge (tools, methodologies, areas of expertise).
5. Individual CVs
The structured CVs of each member are integrated into the report in a normalized format.
How it Works?
Step 1 — Team Formation
The recruiter or manager creates a group in Trimoji and adds members (existing employees or candidates). Each member must have completed their personality questionnaire and/or had their CV analyzed.
Step 2 — Report Generation
Trimoji aggregates the profiles, calculates collective scores, and pairwise compatibilities between all members. The report is generated automatically.
Step 3 — Utilization
The report is used in team sessions, management committees, or team-building sessions. It serves as a basis for discussing collective dynamics and managerial action plans.
Benefits for HR and Management Teams
✅ 360° Team Vision: Behavioral skills, technical skills, and compatibilities in a single document.
✅ Identification of Imbalances: Overrepresented or absent profiles in the team to guide future hiring.
✅ Tension Management: Anticipate at-risk pairings and manage them managerially before they generate conflict.
✅ Targeted Team Building: Objective basis for structuring collective intelligence or development sessions.
✅ Complementary Recruitment: Knowing what type of profile is missing in the team before launching a recruitment.
Use Cases
Forming a New Project Team
Before forming a team, analyze the compatibilities between prospective members and balance behavioral profiles to maximize cohesion.
Diagnosing an Existing Team
A manager taking over a team can generate the report to get an immediate snapshot of the existing dynamics.
Preparing for Recruitment
Identify the missing profiles in a team before launching a recruitment: what behavioral style, cognitive type, or technical skills are lacking?
Supporting Team Building / Coaching
Consultants and coaches use the team report as a basis for facilitating collective intelligence or team development sessions.
FAQ
How many members can a team include?
Up to about twenty members depending on configurations. For large teams, it is recommended to work in subgroups to maintain clarity of the compatibility matrix.
Can the report include candidates (not yet in post)?
Yes. It is possible to simulate the addition of a candidate to an existing team to assess the impact on dynamics before the recruitment decision.
Does a low compatibility score disqualify a candidate?
No. Compatibility is an indicator, not an absolute criterion. Certain distant profiles bring valuable cognitive diversity. The score guides reflection; it does not replace the manager's or recruiter's judgment.
Would you like to analyze your teams' dynamics and guide your recruitment with a collective vision?
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