🎯 Objective of this chapter

At the end of this chapter, you will be able to:

Build a complete Personi by distinguishing soft skills and hard skills.
Avoid useless or too vague criteria.
Understand that the Personi is the backbone of matching via QR code.

Why a Personi is essential

The QR code in the store is not just a gadget: it allows candidates to directly see the offers that match them, thanks to the double matching of soft + hard skills.
Without a well-filled Personi, there is no reliable matching → you fall back into the classic errors: sorting by feeling, wasting time, poor integration.

A Personi is therefore:

🧠 The ideal portrait of a position (salesperson, manager, etc.).
🔍 A common reading grid that prevents everyone from projecting their own "feeling".
⚙️ An active filter in Trimoji: each candidate is automatically scored in relation to the Personi.

The two pillars of the Personi

1) Soft skills (behavior)

These elements come from the psychometric models used by Trimoji (Big Five, DISC, MBTI, etc.).
They reflect the way a person:

Manages their energy and rhythm (extraversion vs introversion).
Works with others (cooperative, competitive, autonomous).
Reacts to stress or pressure.
Accepts or rejects rules and structure.

Salesperson example

High extraversion (fluid customer contact).
Service orientation.
Moderate resistance to stress.
Respect for simple instructions.

Manager example

Assertive leadership.
Feedback ability.
Resilience to pressure.
Organizational rigor.

2) Hard skills (experience and constraints)

To be entered manually in the Personi:

Experience (e.g. "1 year minimum in sales").
Skills (e.g. "cash register, merchandising, customer relations").
Level of education (e.g. High school diploma or equivalent).
Languages (e.g. English level B1 if international clientele).
Mobility (e.g. 15 km radius).
Availability (e.g. weekends).

⚠️ Frequent error: copying the HR job description. A Personi should only contain the criteria that really predict performance.

How to build an effective Personi (step by step)

Access the module 👉 Create a hard + soft skills Personi to understand how it works in Trimoji.

1️⃣ List the real success criteria for the position (soft & hard).
2️⃣ Separate MUST-HAVE (essential) from NICE-TO-HAVE (bonus).
3️⃣ Limit the number of criteria:

👉 3 soft must-have

👉 3 hard must-have

👉 2 nice-to-have

4️⃣ Verify that each criterion can be observed/measured (no "good presentation" for example).
5️⃣ Validate the Personi with the field team → is it faithful to what makes people successful in the store?

Concrete example

Position: Versatile salesperson

Soft must-have: extraversion, customer orientation, flexibility.
Hard must-have: cash register, weekend availability, mobility ≤ 10 km.
Nice-to-have: English B1, interest in merchandising.

Position: Store manager

Soft must-have: leadership, stress resistance, organization.
Hard must-have: 2 years of retail experience, team management, mastery of figures.
Nice-to-have: experience in multi-sites, English B2.

Mini-exercise (auto-check)

Choose a position in your network.
Write 3 soft must-have criteria and 3 hard must-have criteria.
Check: is it measurable/observable? Remove at least 1 vague criterion.
Add 1 or 2 "bonuses" (nice-to-have).

Retail - Creating a Complete Personi (soft + hard skills)