Click on a testimonial to see how I worked, and what changed.
Testimonial 1
EVALUATION PROCESS · LAUSANNE
Nearly 3,000 applications a year, without losing anyone along the way.
How the tl digitized their aptitude tests, with their data science team and their managers.
“Transforming a recruitment process that receives nearly 3,000 applications a year, without losing anyone along the way: that is what Victor achieved at tl.”
Christophe Mohni, then Head of Operations, tl
This service is for you if
Your recruitment process receives many applications, and you need to keep only the best of them.
You want to evolve your psychometric tests and inventories, with your teams and your data.
You want your managers to adopt a change of process.
The context
The tl (Transports publics de la région lausannoise) receive nearly 3,000 applications a year from trainee drivers. The selection process for their future driving trainees relied on aptitude tests that needed to evolve.
A change of this scale could raise concerns.
What we did
We digitized the aptitude tests.
We worked with the tl’s data science team, recruitment, road driving management and the Operations department.
We involved the teams concerned and got the new approach adopted.
We set up a dashboard of quantified indicators to track the impact of the changes and make adjustments where needed.
What changed
The new approach was adopted. Christophe Mohni stresses that my plain speaking and my skills made the difference in getting there.
“I recommend it for creating or optimizing any evaluation process in a lasting way.”
See my answer: revising an evaluation process →
Testimonial 2
RECRUITMENT · LAUSANNE
An assessment as demanding as it was stimulating, which strengthened a candidate’s wish to join the tl.
A recruitment assessment experienced from both sides: by the candidate, then by the manager who recruits.
“The quality and relevance of this recruitment process are, in my view, a real asset for the employer brand.”
Sandrine Perraudin, Passenger Services Manager, tl
This service is for you if
You want your recruitment to be a genuinely enriching experience for candidates.
You recruit regularly and want a consistent perspective from one hire to the next.
You want your employer brand to benefit from this selection process.
On the candidate’s side
Sandrine Perraudin met me during her own recruitment assessment at the tl. I debriefed her psychometric tests and played opposite her in two role plays.
“I was immediately impressed by the finesse of his analyses, both technical and psychological, but also by his remarkable acting talent, which gave me a run for my money!”
“An experience as demanding as it was stimulating, which I particularly appreciated and which strengthened my wish to join the tl.”
On the organization’s side
Once Sandrine Perraudin had become head of unit and a member of the extended management team, we worked together again, on several hires.
“He has an excellent command of evaluation tools and, above all, the intelligence and discernment needed to use them appropriately.”
What it shows
A rigorous and respectful evaluation process leaves candidates with more than a good impression, whatever the outcome. It lets them picture themselves in the role, and even improve their professional skills.
“I recommend Victor without the slightest reservation and would be absolutely delighted to have the opportunity to work with him again.”
See my answer: the recruitment assessment →
Testimonial 3
COACHING · LAUSANNE
A 360° feedback that made a manager more confident in his management.
Vincent Jost, Head of Integration and Operations Commissioning at the tl.
“Receiving a 360° means accepting the view of your whole team, and of your peers.”
Vincent Jost, Head of Integration and Operations Commissioning, tl
This service is for you if
You manage a team and want to know how your actions are perceived.
You want comprehensive, contextualized feedback, analyzed in depth and tailored to you.
You want to go beyond the summary: understand, act, then keep evolving over time.
The context
Vincent Jost asked for this 360° feedback himself. Yet he approached it “with some apprehension”.
What we did
I gathered the views of his management, his peers and his team, as well as his own self-assessment, using a relevant inventory.
I delivered the results to him in session: his strengths, and certain traits to work on.
I supported him over time, beyond the strict 360°, in a more introspective process, drawing on my training as a psychologist.
“His feedback was kind but without complacency: he helped me understand my strengths as well as certain traits I could improve, without ever making me feel uncomfortable.”
What changed
“Today, with my team, I am more confident in my management […] and I feel more legitimate with my peers in certain situations.”
Vincent Jost recommends the approach to any manager who wants comprehensive feedback on the professional behaviors they could improve.
See my answer: 360° feedback →