trimoji Trimoji’s Personality Analysis report is the central deliverable from the personality questionnaire. It transforms a candidate’s or employee’s responses into a structured, readable, and shareable document designed to support HR and management decisions.
The goal is not to “score” a profile, but to offer a comparable and reasoned interpretation. The report provides a common frame of reference for recruiters, managers, and HRBPs, including: relational posture, operational preferences, favorable environments, motivational drivers, management styles, and areas of caution.
It can be used at all stages of the HR lifecycle: selection, debriefing, onboarding, internal mobility, or management development. Depending on the chosen version, the document ranges from a quick summary to a comprehensive multi-grid report.
Report Content, Section by Section
1. Introduction Page
The first page contextualizes the document. It indicates: the full name of the profile, the date the personality questionnaire was completed, the estimated duration of the format used (short version ~ 3 minutes or long version ~ 15 minutes), and the actual time spent by the candidate. The client company’s logo is displayed at the top.
If the web profile is accessible, a direct link is provided for stakeholders wishing to consult the online version.
When the report version includes the candidate’s feedback, a legend is displayed on this page to help readers interpret the rating icons (5 levels of the candidate’s perception of their own tendencies).
2. The Trimoji Portrait
This section presents the personality profile identified by the questionnaire. It includes an illustration of the type, its name, a concise description, and associated behavioral categories.
The Trimoji portrait is then detailed around three natural “habits”:
- Environment Style: the profile is positioned on a spectrum from a free and autonomous environment to a hierarchical and procedural framework, including a versatile stance. A description and a mantra quote illustrate the dominant tendency.
- Motivation Style: the profile is positioned between motivation through teamwork and cooperation, an adaptable posture, and motivation through individual challenge. Similarly, a description and a mantra quote complete the interpretation.
- Work Pace: the profile is situated between operating under urgency and reactivity, adaptability to pace, and a regular and planned mode. A description and a mantra quote personalize the interpretation.
Each of these three habits includes, if activated, the candidate’s feedback icon indicating whether they identify with (or not) the identified tendency.
The section concludes with the favorable and unfavorable environments specific to the profile, again with the option to display the candidate’s perception of these descriptions.
3. The RADAR Synthesis (12 Dimensions)
RADAR is Trimoji’s unique grid. It presents 12 behavioral dimensions ranked by relevance for the analyzed profile, in the form of horizontal bars. Each dimension is accompanied by a score (in %) and a brief description.
This view is one of the most effective for a quick initial reading: it allows for the identification of the five or six most prominent traits of a profile in seconds and highlights the differences between strong, moderate, and weak tendencies. It also serves as a basis for comparing candidates.
4. Valued Soft Skills
This section lists the soft skills naturally associated with the profile: the behavioral competencies that the person tends to express spontaneously. Each soft skill is presented with its title and a detailed description of its manifestation at work. If feedback is enabled, the candidate indicates whether they identify with each listed soft skill.
This section is particularly useful for interview preparation and for highlighting the profile in a recommendation dossier.
5. Areas of Caution
Mirroring the soft skills, this section presents so-called “at-risk” soft skills: those behaviors that are less natural or more energy-consuming for this profile. Each is accompanied by a description that helps understand the context in which this limitation may appear. Here too, candidate feedback can be displayed.
This section is valuable for framing an integration plan or anticipating development areas from the outset of onboarding.
6. The 4 Colors Grid - Behavioral Positioning
The 4 Colors grid is a behavioral map. The profile is positioned on a plane with two axes (results vs. people orientation; extraversion vs. introversion), allowing visualization of its dominant positioning among four quadrants:
- Driver: results-oriented, direct, decisive.
- Connector: people-oriented, communicative, enthusiastic.
- Conscientious: quality-oriented, methodical, analytical.
- Mediator: harmony-oriented, reliable, supportive.
The slider on the graph shows the profile’s exact position, which may fall across multiple quadrants.
7. The 4 Colors Grid - Detailed Parameter Analysis
The following page details the scores for each of the four quadrants and distinguishes between the innate profile (natural behavior under pressure) and the acquired profile (adapted behavior in a comfort context). Each quadrant is accompanied by a list of characteristic behavioral traits.
8. The Profile as an Employee
This section describes how this profile behaves in daily work situations: their contribution style, their expectations of their environment and manager, and their organizational methods. This is directly usable information for recruitment interviews and onboarding.
9. The Profile as a Colleague
This section describes the relational dynamics this profile will naturally generate within a team: their way of collaborating, communicating, and taking their place in a team. It is useful for assessing cultural fit and complementarity with the existing team.
10. The Profile as a Manager
This section presents the profile’s natural management style. It is accompanied by a second positioning graph, specific to the managerial context, with four postures:
- Collaborative: intervenes little, lets things happen, supports.
- Inspiring: people-oriented, intervenes a lot, persuades.
- Empowering: results-oriented, delegates autonomy.
- Supervisor: strong framework, high expectations.
The textual description clarifies expectations and probable behaviors in a management role, which is useful for leadership positions or internal promotion projects.
11. The 4 Colors Grid - Detailed Manager Parameter Analysis
The following page details the scores for each of the four quadrants and distinguishes between the innate profile (natural behavior) and the acquired profile (adapted behavior in a comfort context). Each quadrant is accompanied by a list of characteristic behavioral traits.
12. The BIG 4 - Radar Chart
The BIG 4 is a structured interpretation around four main personality dimensions: Extraversion, Openness, Conscientiousness, and Agreeableness. These four dimensions are represented in a radar chart, allowing for a quick visualization of the balances. For each dimension, a comment adapted to the score level indicates the practical implications.
13. The BIG 4 - Detailed Styles
This page, an extension of the BIG 4, presents six secondary dimensions: Activity, Socializing, Learning, Culture, Attitude, and Interest. Each is complemented by a category subtitle, a representative adjective, and a behavioral description. The combination allows for a reading that is both global and nuanced of personality.
14. The NEGOMAP
The NEGOMAP identifies the profile’s natural conflict resolution and negotiation style.
Five orientations are measured and ranked by score:
- Competition/Confrontation: asserts their position, seeks to win.
- Collaboration: seeks a mutually satisfactory solution.
- Compromise: accepts a partial agreement to move forward.
- Accommodation: yields to preserve the relationship.
- Avoidance: prefers not to confront disagreement.
Each dimension is displayed with a percentage score, a visual bar, and a detailed description.
This module is particularly relevant for positions involving negotiations, managing complex teams, or sales functions.
15. The 4D - Cognitive Preferences
The 4D module analyzes four pairs of cognitive preferences:
- Extraversion vs. Introversion - orientation of energy towards the outside or the inside.
- Sensing vs. Intuition - processing information through tangible facts or through concepts and possibilities.
- Thinking vs. Feeling - decision-making through logic or through relational values.
- Judging vs. Perceiving - relationship with planning, rules, and improvisation.
For each pair, a bar graph indicates the percentage of each pole. The dominant letter is highlighted, accompanied by a description, a list of associated strengths, and a list of points of attention. If feedback is enabled, the candidate can indicate their perception on each of the four axes.
16. The RIASEC - Professional Interests
The RIASEC module measures the profile’s dominant professional interests. Six dimensions are evaluated, presented in a circular chart and explained by dimension:
- Artistic: creativity, expression, originality.
- Investigative: analysis, research, intellectual curiosity.
- Social: helping, teaching, relating to others.
- Enterprising: leadership, persuasion, risk-taking.
- Realistic: hands-on, technical, object manipulation.
- Conventional: organization, precision, adherence to procedures.
RIASEC helps to validate the alignment between a candidate’s deep interests and the actual tasks of the job.
17. The Sales Profile
This module positions the profile across five archetypes of sales posture, each measured in percentage:
- Farmer: nurtures and develops existing accounts.
- Hunter: prospects and acquires new clients.
- Innovator: brings new solutions and thinks out of the box.
- Networker: leverages their network and relationships to sell.
- Analytical: sells through proof, data, and rigor.
This module is activated for profiles in sales or customer-facing roles. It allows for assessing natural fit with the type of selling expected for the position.
18. The Drivemap - Work Motivators
The Drivemap is an optional module that requires a complementary dedicated personality questionnaire. It measures five drivers of meaning and contribution: Strategy and Performance, Unifying Force, Proposition Force, Driving Force, and Talent Direction. Each driver is measured on 40 points and illustrated with a detailed description. This module is particularly useful in leadership, mobility project, or management development contexts.
The 3 Available Versions
Essential Version
The Essential version is designed for quick decisions. It includes the most discriminating pages for an initial screening or pre-selection: RADAR (12 dimensions), the 4 Colors grid, and the BIG 4. Candidate feedback is visible. This version is ideal for high-volume contexts, the initial stages of a recruitment process, or situations where multiple profiles need to be compared quickly.
Complete Version
The Complete version activates all available modules: Trimoji portrait, RADAR, soft skills, areas of caution, 4 Colors (graph and parameters), employee/colleague/manager profiles, BIG 4, NEGOMAP, 4D, RIASEC, sales profile. Candidate feedback is displayed on all relevant sections. This version is recommended for high-stakes recruitment, in-depth debriefings, managerial feedback sessions, and internal mobility projects.
Custom Version
The Custom version is driven by your organization’s settings (company or recruitment campaign). The activated sections, level of detail, and whether candidate feedback is displayed are configured according to your business needs. This version allows each company to have a report tailored to its practices, without altering the common data architecture.
How to Access This Report
Step 1 - Personality Questionnaire Completion
The candidate or employee completes the Trimoji personality questionnaire. Two formats are available: a short version of about 3 minutes and a long version of about 15 minutes. The actual completion time is recorded and visible in the report. Certain additional modules (Drivemap, RIASEC) may require a separate completion, activated according to your campaign configuration.
Step 2 - Indicator Calculation and Assembly
The Trimoji engine analyzes the responses and calculates all indicators: dominant profile, RADAR scores, 4 Colors positioning, BIG 4 values, NEGOMAP and 4D scores, RIASEC interests, and sales archetypes. The algorithms avoid ambiguous values and perfect ties to ensure an interpretable reading. Results are enriched with feedback if collected from the candidate.
Step 3 - Application of the Chosen Version
The report is automatically generated in PDF format according to the selected version (Essential, Complete, or Custom). Activated sections are automatically numbered and ordered. When feedback is disabled in the configuration, the icons are neutralized to present a report without candidate validation bias.
Step 4 - Utilization and Sharing
The PDF is accessible from the Trimoji platform or directly within your ATS candidate file, depending on your integrations. It can be shared with stakeholders in the process (manager, HR director, selection committee) to align interpretations before an interview, debriefing, or hiring decision. If the profile allows, a link to the interactive web version is also available on the introduction page.
Benefits for an HR Team
✅ Consistent Interpretation among recruiters, managers, and HRBPs, regardless of their evaluation experience.
✅ Time Savings on Debriefings: the report structures discussions and avoids lengthy debates based on unsubstantiated impressions.
✅ Better Documented Decisions: visible indicators allow for objective argumentation for shortlisting or rejections.
✅ Multi-Purpose Tool: the same report serves for selection, onboarding, and managerial follow-up without requiring a new assessment.
✅ Contextual Adaptation: the Essential version for initial screening, the Complete version for high-stakes situations, the Custom version for your internal processes.
✅ Interview Support: the “as an employee”, “colleague”, and “manager” sections are directly usable for preparing targeted questions.
Use Cases
High-Volume Recruitment
Use the Essential version to process a large volume of applications. The RADAR and soft skills allow for a quick initial read without having to analyze each profile in detail. The most relevant candidates can then be reviewed with the Complete version.
Executive or Managerial Recruitment
The Complete version provides the necessary depth for a high-stakes position. The 4 Colors module, BIG 4, and manager section allow for projecting the candidate into the role and preparing a well-supported debriefing with the decision committee.
Recruitment Agencies
The report easily integrates into candidate presentation dossiers. The structured interpretation reduces reformulation time and enhances the quality of recommendations. The custom version allows for tailoring the output to each client’s expectations.
Internal Mobility
Compare an employee's profile with the requirements of the new position. The manager and NEGOMAP sections are particularly useful for roles involving increased responsibility or a transition to management.
Onboarding and Development
Share the report with the manager upon the employee's arrival. The areas of caution and soft skills guide the creation of a tailored integration plan. The Drivemap (if activated) helps identify the drivers of meaning to nurture from the first few weeks.
FAQ
Is the report always the same for the same profile?
No. The content of the sections depends on the chosen version (Essential, Complete, or Custom) and your organization’s settings. However, the underlying data remains stable for the same candidate.
What does the feedback icon in the report mean?
It represents the candidate’s perception of the described tendency: from “does not identify at all” to “identifies completely”. This information enriches the interpretation and opens up discussion with the candidate during interviews. If the chosen version does not include it, all icons are neutralized.
Are all modules always available?
No. The Drivemap requires a specific complementary assessment and must be activated in the campaign settings. RIASEC also requires a dedicated assessment. The sales profile is displayed according to your organization’s configuration.
Can the report be anonymized?
Yes. If the anonymization option is activated, the candidate's name is replaced by an alias, and the link to their web profile is hidden. This option is useful in blind recruitment processes or in contexts requiring equal treatment.
Can the personality questionnaire be retaken to update the report?
Yes. A history of completed assessments is kept in the database. If a new personality questionnaire is completed, a new report can be generated. Comparing versions can be interesting to observe an employee's evolution over time.
Does this report replace the recruitment interview?
No. It is a structured support for decision-making, not a substitute for human judgment. It should be cross-referenced with the CV, interview findings, references, and the operational context of the position.
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