Victor Jaques
Psychologist FSP, assessment, coaching and HR consulting
Recruitment and development assessment, coaching and evaluation process consulting, for organizations in French-speaking Switzerland.
Book a call See the services →
Twenty minutes free · French-speaking Switzerland (Lausanne, Fribourg), Bern or by video call
“I saw Victor change the way we evaluate. There was a before and an after.”
PHOTO 1 · PORTRAIT 4:5
Portrait of Victor, looking at the camera
Half-length, relaxed, in the office. Natural light from the left and above, like the site's beam.
Services
PHOTO 2 · LANDSCAPE 3:2
Recruitment interview: Victor facing a candidate at the big table.
Look beyond the CV, decide with confidence.
Semi-structured interviews · Recruitment assessment
Discover recruitment →PHOTO 3 · LANDSCAPE 3:2
Coaching session: Victor and one person, closer, a calm exchange.
Develop potential through tailored support.
Coaching (with or without 270° or 360° feedback)
Discover coaching →PHOTO 4 · LANDSCAPE 3:2
Job simulation: role play between two people, Victor observes and takes notes.
Promote with confidence, make the transition work.
Development assessment · Support for taking up the role
Discover development assessment →PHOTO 5 · LANDSCAPE 3:2
Group workshop: Victor standing, three or four people around a table or a board.
Spot what is stuck, redesign together.
Review an evaluation process · Online tests and inventories · Talent pool and succession plan
Discover evaluation processes →Method
A first twenty-minute call, free of charge, to clarify your needs.
Together, we define who does what, where, when and how.
We co-build the approach with the people involved.
Assessment, coaching or process review, depending on your need.
We discuss the results with the people who decide.
Scientifically validated tools, in support of the interview.
Full method →After any first contact.
After an assessment.
I scope, run and report back myself: your request never passes through anyone else.
Your decisions about people have deadlines. I adapt to them.
They trusted me
“Remarkably perceptive, he supported us with the candidate assessments, efficiently and with extreme precision in his analyses.”
“The quality and relevance of this recruitment process are, in my view, a real asset for the employer brand.”
“His sound judgment on human matters and his marked interest in understanding the business issues led to concrete and appropriate development proposals.”
“His feedback was kind but without complacency […] without ever making me feel uncomfortable.”
“I recommend him to create or sustainably optimize any evaluation process.”
“I saw Victor change the way we evaluate. There was a before and an after.”
tl · SDM (m2)
About
I scope, run and report back myself: you speak to the same person from the first contact to the summary. As a psychologist FSP (Swiss Federation of Psychologists), I have designed and run over 150 assessments, notably as an assessor of managers, after years in career counseling. Based in Fribourg and Lausanne.
PHOTO 7 · LANDSCAPE 3:2
Victor at work, alone
Seated by the bay window, focused on a document or writing. Wide shot, plenty of air around.
An assessment, or assessment center, evaluates a person based on behaviors observed in realistic situations. The person takes a semi-structured psychological interview and several simulations close to the role, observed by trained people using a shared rating grid, after completing psychometric inventories online.
An assessment and a skills review differ by who they are for and by format. A skills review is carried out for the individual, who is its only recipient: it is used, among other things, to build a career plan. It takes place over several one-to-one sessions. An assessment is carried out for the organization that has to make a hiring or promotion decision. It takes place once, over half a day to a day. The person assessed also benefits: they gain from Victor Jaques’s perspective and can use it to develop.
No, and be wary of anyone who promises it. An assessment reduces the margin of error without removing it: it observes behaviors close to the role, brings together several perspectives and provides information that tests and inventories alone do not give.
It depends on the timing: a development assessment when a promotion is still to be decided, coaching when it has already been decided or when a key person is going through a difficult period. If the promotion is confirmed after an assessment, coaching can then support the transition into the role.
French-speaking Switzerland, Bern or by video call wherever you are.