I want to improve the way we evaluate
Spot what is holding you back, redesign it together.
Review your evaluation tools, complement them with the inventories or tests best suited to your needs, prepare your succession: I help you evaluate better, for recruiting as well as for developing your teams internally.
Book a call See how it works →
Twenty minutes free · French-speaking Switzerland (Lausanne, Fribourg), Bern or by video call
PHOTO 5 · LANDSCAPE 3:2
Group workshop: Victor standing, three or four people around a table or a board.
When evaluation deserves a rethink
I work with HR departments, growing SMEs and organizations that want to give more structure to their hiring and promotions.
What remains once the support is over
“I recommend it for creating or optimizing any evaluation process in a lasting way.”
Aptitude tests to evolve, managers to win over: how the tl went about it.
Four areas to improve the way you evaluate
It all starts with an in-depth diagnosis of your situation.
1. Your competency framework
Clear, shared criteria, specific to your roles.
2. Your psychometric tests and inventories
Validated tools, chosen according to the question asked, and results your HR team knows how to read.
3. Your succession plan
Spot and prepare the people who will fill your succession needs.
4. The practices of your recruitment specialists
Structured interviews, shared grids and consistent rating.
Where to start? Twenty minutes are enough.
From diagnosis to autonomy, in five steps
A system that nobody helped shape does not survive its first use. Each step is carried out with your teams, at your premises or by video call.
- 1
Diagnose.
I observe a few interviews, talk with the people who recruit, and we review your processes, tools and practices to identify the most accessible and most useful levers.
- 2
Build.
We develop or revise the competency framework, the interview and observation grids, and the decision rules. The approach is participatory: each tool is built with the people who know the job and those who will use it.
- 3
Transfer.
Your teams make the new tools their own in small-group workshops: structured interview, grids, rating. They practice on cases drawn from your organization.
- 4
Support.
I am present for the first real uses and we adjust whatever resists. I then follow the impact of the changes over time, on the organization as well as on the people.
- 5
Review.
After a few months of use, adjustments may be needed. I remain available to make them with you.
Timelines and fees
From a few weeks to several months, depending on the scale of the project.
Quote-based, excluding VAT. No flat fee: the scope is too variable. The quote is drawn up after the diagnosis, once the real scale of the work is known.
First conversation free.
One point of contact, from start to finish
Victor Jaques · Psychologist FSP
I scope, run and report back myself.
MSc in Counseling and Career Psychology (UNIL, 2021)
MAS in Management, Human Resources and Careers (UNIFR, UNIGE, UNIL, UNINE, 2024)
CAS in Change Management (HEC Lausanne, 2026)
Questions about evaluation processes
What is an evaluation process (evaluation system)?
An evaluation process is the set of tools, criteria and rules that an organization uses to evaluate people when hiring, promoting or developing them. It relies on tools such as the competency framework, interview grids, tests and psychometric inventories.
Do we have to rebuild everything to revise an evaluation process?
No. Most of the gains come from bringing existing processes into line with one another, whose contradictions stem from the organization’s history more than from deliberate choices. Resolving them can reduce processing time, selection errors and cost per hire. If nothing exists, Victor Jaques builds the system from end to end.
Who takes part in building an evaluation process?
The key people who hold the roles affected by the change. A system that nobody helped shape does not survive its first use.
Are the organization’s teams trained to use the system?
Yes. Transfer is part of the approach: running structured interviews, using the grids, rating, and the most frequent pitfalls of judgment. Training is done in small groups, with cases drawn from the organization. Victor Jaques remains present for the first uses, then follows the impact of the change.
How long does it take to revise an evaluation process?
The revision takes from a few weeks to several months, depending on the scale of the project. Victor Jaques remains available for a review session after a few months of use.
How much does it cost to revise an evaluation process?
The price is set by quote, drawn up after the diagnosis, once the real scale of the work is known. The first conversation is free.
Where does Victor Jaques advise on evaluation processes, and in which language?
Victor Jaques is based in Fribourg and Lausanne. He works throughout French-speaking Switzerland (Geneva, Vaud, Fribourg, Neuchâtel, Valais, Jura) and in Bern, in French, as well as in Zurich and German-speaking Switzerland, in English. Depending on the service, assessments, sessions and workshops take place at the organization’s premises, by video call or in a neutral room, which suits internal candidates.
Twenty minutes to clarify your needs, free of charge.
Fribourg · Lausanne · Bern · by video call wherever you are