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 objective is not to "grade" 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, operating 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 managerial 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 includes: the full name of the profile, the date the personality questionnaire was taken, 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 evaluation 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 summary 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 posture. A description and a motto-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 motto-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 motto-quote personalize the interpretation.
Each of these three habits includes, if activated, the candidate's feedback icon indicating whether they recognize themselves (or not) in the identified tendency.
The section concludes with specific favorable and unfavorable environments for the profile, again with the option to display the candidate's feedback on these descriptions.
3. The RADAR Synthesis (12 Dimensions)
The RADAR is Trimoji's proprietary 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 (%) and a brief description.
This view is one of the most effective for a quick initial reading: it allows for identifying the five or six most striking traits of a profile in seconds and situating the gaps between strong, medium, and weak tendencies. It is also the 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 is a particularly useful section for interview preparation and for highlighting the profile in a recommendation dossier.
5. Points of Attention
Mirroring the soft skills, this section presents "at-risk" soft skills: behaviors that are less natural or more energetically costly for this profile. Each is accompanied by a description to 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 onboarding.
6. The 4 Colors Grid — Behavioral Positioning
The 4 Colors grid is a behavioral mapping. 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 cursor on the graph shows the exact position of the profile, which may lie across several 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 a daily work situation: their contribution style, their expectations of the framework and their manager, and their ways of organizing themselves. This is directly actionable information for recruitment interviews and onboarding.
9. The Profile as a Colleague
This section describes the relational dynamics that this profile will naturally generate within a team: their way of collaborating, communicating, and taking their place in a team. It is useful for evaluating 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, coaches.
- Inspiring: people-oriented, intervenes a lot, persuades.
- Accountability-focused: results-oriented, empowers.
- Supervisor: strong framework, high expectations.
The textual description details the expectations and likely behaviors in a management role, which is useful for positions of responsibility or internal promotion projects.
11. The Profile as a Manager - Detailed 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 Graph
The BIG 4 is a structured interpretation around four major personality dimensions: Extraversion, Openness, Conscientiousness, and Agreeableness. These four dimensions are represented in a radar format, 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, a variation of the BIG 4, presents six secondary dimensions: Activity, Interaction, Learning, Nature, Attitude, and Interest. Each is completed with a category subtitle, a representative adjective, and a behavioral description. Together, they allow for both a global and nuanced interpretation 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 roles involving negotiation, complex team management, 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 inside.
- Sensing vs. Intuition - processing information through tangible facts or through concepts and possibilities.
- Thinking vs. Feeling - decision-making through logic or relational values.
- Judging vs. Perceiving - relationship to planning, rules, and improvisation.
For each pair, a bar graph shows 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 of 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 graph format with explanations per 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 validate the alignment between a candidate's deep-seated interests and the actual tasks of the role.
17. The Sales Profile
This module positions the profile on five sales archetype postures, each measured as a percentage:
- Relationship Builder: 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.
- Analyst: sells through proof, data, and rigor.
This module is activated for profiles working in sales roles or customer-facing positions. It allows for evaluating the natural fit with the type of sales expected for the role.
18. The Drivemap — Meaningful Work Drivers
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, Initiative Force, Driving Force, and Talent Direction. Each driver is measured on 40 points and illustrated by a detailed description. This module is particularly useful in leadership, mobility projects, or managerial development contexts.
The 3 available versions
Essential Version
The Essential version is designed for quick decisions. It includes the most discriminating pages for initial screening or pre-selection: RADAR (12 dimensions), 4 Colors grid, and BIG 4. Candidate feedback is visible. This version is ideal for high-volume contexts, early 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, points of attention, 4 Colors (graph and parameters), employee/colleague/manager profiles, BIG 4, NEGOMAP, 4D, RIASEC, sales profile. Candidate feedback is displayed for all relevant sections. This version is recommended for high-stakes recruitment, in-depth debriefings, managerial presentations, 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 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 - Taking the personality questionnaire
The candidate or employee answers the Trimoji personality questionnaire. Two formats are available: a short version of approximately 3 minutes and a long version of approximately 15 minutes. The actual completion time is recorded and visible in the report. Certain complementary modules (Drivemap, RIASEC) may require a separate completion, activated according to your campaign's configuration.
Step 2 - Calculation and assembly of indicators
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. 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, 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 profile, depending on your integrations. It can be shared with process stakeholders (manager, HR director, selection committee) to align understanding 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
✅ Homogeneous 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 unfounded impressions.
✅ Better-documented decisions: visible indicators allow for justifying a shortlist or a rejection on objective grounds.
✅ A multi-purpose tool: the same report serves for selection, then onboarding, then managerial follow-up without 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 going into detail for each profile. The most relevant candidates can then be examined with the Complete version.
Executive or Managerial Recruitment
The Complete version provides the necessary depth for a high-stakes role. The 4 Colors module, BIG 4, and Manager section allow for projecting the candidate into the role and preparing a well-reasoned debriefing with the decision-making committee.
Recruitment Agencies
The report easily integrates into a candidate presentation dossier. Structured reading reduces reformulation time and enhances the quality of recommendations. The Custom version allows adapting the output to each client's expectations.
Internal Mobility
Compare an employee's profile with the requirements of the new role. The Manager and NEGOMAP sections are particularly useful for roles involving career advancement or a transition to management.
Onboarding and Development
Share the report with the manager upon the employee's arrival. Points of attention and soft skills guide the creation of a tailored onboarding plan. The Drivemap (if activated) helps identify the drivers of meaning to nurture from the first 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 "do not identify at all" to "fully identify." This information enriches the interpretation and opens a discussion with the candidate during the interview. 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 masked. This option is useful in double-blind processes or for contexts requiring equal treatment.
Can the personality questionnaire be retaken to update the report?
Yes. A history of assessments is kept in the database. In case of a new personality questionnaire, 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 feedback, references, and the operational context of the role.
Would you like to structure your HR decisions with Trimoji personality deliverables?
Request a demo