trimoji What is this deliverable for?
The Job Description (soft skills) is the reference document that formalizes the ideal personality profile sought for a given position. It translates the behavioral and relational expectations of a recruitment into comparable and measurable criteria.
Rather than vaguely describing "an organized and autonomous person," this deliverable formalizes the operating preferences, behavioral styles, and expected dispositions on each of the Trimoji grids. It becomes the stable reference for aligning all evaluators on the same criteria, regardless of their subjective perceptions.
This brief is used upstream of the process, before personality questionnaire administration, to calibrate the selection. It can also serve as an anchor during debriefings or candidate comparisons.
What the report contains, section by section
1. Header page
The report opens with the job title and company name, the brief's creation date, and the organization's logo.
This page serves as a cover page for sharing the brief internally or with recruitment partners.
2. Target Trimoji Habits
The brief formalizes the expected operating preferences across three axes:
- Environment Style: The team defines whether the position calls for a profile comfortable in a free and autonomous environment, a versatile one, or conversely, a structured and hierarchical one.
- Motivation Style: The brief specifies whether the position is better suited for someone motivated by teamwork and cooperation, individual challenges, or a hybrid posture.
- Work Pace: It indicates whether the position requires a profile capable of operating under urgency and reactivity, a regular and planned pace, or adaptability to both.
3. Target RADAR (12 dimensions)
The brief defines the expected levels for each of the 12 behavioral dimensions of the Trimoji RADAR. The dimensions most important for the position appear with a high score, and the less determining ones with a lower score. This RADAR becomes the reference for comparison when candidates take their personality questionnaire: their profile is positioned against this target.
4. Target Soft Skills
The brief lists the expected behavioral soft skills for this position. These competencies are selected from the trends associated with the target 4 Colors profile. Each soft skill is displayed with its title for quick reading and alignment among evaluators.
5. The 4 Colors Target
The brief positions the behavioral expectations on the 4 Colors map. A slider indicates the ideal positioning of the desired profile among the four quadrants. The activated quadrants are highlighted, accompanied by their associated behavioral descriptions.
6. The BIG 4 Target
The brief specifies the desired dispositions across the four main personality dimensions of the BIG 4: Extraversion, Openness, Conscientiousness, and Agreeableness. These benchmarks help refine the expected profile beyond observable behaviors, by integrating underlying tendencies.
How to get it?
Step 1 - Define expectations for the position
The recruiter or manager sets up the brief via Trimoji: job title, company, target Trimoji habits, expected 4 Colors positioning, desired RADAR levels.
This work can be done alone or in co-construction with the operational manager.
Step 2 - Generate the job description brief
The brief is automatically generated in PDF format from the parameters entered in your Personi. It is time-stamped and identified by the job title to be easily found and shared.
Step 3 - Use the brief as a reference
Candidate profiles are then compared to this brief: their personality questionnaire generates a soft skills matching score against the formalized expectations. The brief also serves as a reference during debriefings and shortlist decisions.
Benefits for an HR team
✅ Formalized behavioral criteria from the start of the recruitment process, avoiding disagreements during the process.
✅ Alignment between recruiter and manager on what "the right profile" concretely means.
✅ Stable basis for comparison to evaluate multiple candidates on the same axes.
✅ Time savings on debriefs: the brief pre-structures the discussion around objective criteria.
✅ Reusable from one recruitment to another for the same type of position or profile.
Use cases
Recruitment of executives or managers
Aligning the management committee on behavioral expectations before meeting candidates. The brief is presented at the recruitment kickoff to ensure everyone evaluates the same criteria.
Recruitment agencies
Formalizing behavioral expectations with the client from the moment the mandate is taken. The brief structures the qualification of the need and reduces back-and-forth during the mission.
Recurring recruitments
Capitalizing on a validated brief to accelerate future recruitments for the same job profile.
FAQ
Is the job description brief linked to candidate personality questionnaires?
Yes. Once the brief is created, it serves as a reference for scoring candidate soft skills. Their profile is automatically compared to the target positioning defined in the brief.
Who writes the job description brief?
The recruiter, in collaboration with the operational manager. Trimoji assists with this process using guided parameter setting options. The brief can be adjusted up until its use for matching.
Can multiple briefs be created for the same position?
Yes. It is possible to create variations depending on team contexts, assignments, or specific manager expectations.
Does the brief impose a single profile?
No. It defines a target profile, but the recruiter remains free to interpret deviations. A candidate far from the target on one axis may have other qualities that compensate depending on the context.
Do you wish to formalize your job profiles and manage your recruitments based on clear behavioral criteria?
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