Victor Jaques · Psychologist FSP, assessment, coaching and HR consulting
Psychometric tests, inventories and interview aids, chosen according to the question asked. They inform the conversation, and never replace it.
Here are the ones I use, by need. The list evolves with my practice.
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Twenty minutes free · French-speaking Switzerland (Lausanne, Fribourg), Bern or by video call
PHOTO 9 · LANDSCAPE 3:2
The tools: questionnaires and rating grids on the table, Victor blurred in the background.
Four needs, and what I offer for each: when, for what, in which format.
I want to recruit for a sensitive role. Look beyond the CV, decide with confidence.
I want to help my team or a key person grow. Develop potential through tailored support.
I want to make the best choice for an internal role. Promote with confidence, make the transition work.
I want to improve the way we evaluate. Spot what is holding you back, redesign it together.
Recruitment
Look beyond the CV, decide with confidence.
Who it is for Managers who recruit, to decide with more information, and HR, to place people who stay in their role.
Coaching
Develop potential through tailored support.
Who it is for HR and managers who want to develop their talent and prepare succession, to invest in the right people.
Development assessment
Promote with confidence, make the transition work.
Who it is for HR departments that organize succession or want to retain their talent.
Evaluation process
Spot what is holding you back, redesign it together.
Who it is for HR departments, and those in charge of recruitment, succession or evaluation.
A tool enters the process when it sheds light on a precise point, and never out of habit.
It is always read with the person, in an interview. It enriches the view they have of themselves and supports the discussion, before any decision.
Every tool and practice relies on scientific work and recognized good practice. Here are a few landmarks.
Semi-structured interviews. An interview designed in advance, with a shared rating grid, predicts performance better than an unstructured interview. Sackett et al. (2022); Levashina et al. (2014)
Assessment. Simulations rated by behavior dimension predict job performance. Arthur et al. (2003); Meriac et al. (2008)
360° feedback and coaching. Feedback supported by a coach has more effect than feedback handed over alone. Coaching has measured positive effects on the person coached. Luthans & Peterson (2003); Theeboom et al. (2014); Jones et al. (2016); Smither et al. (2003)
Cost of a poor choice. The performance gap between two people in the same role grows with the complexity of the role, and a person’s departure weighs on the organization’s results. Hunter et al. (1990); Hancock et al. (2013)
The rules of the game are set before the first session: what is shared with the organization, what stays confidential.
Each person knows, before starting, what will be passed on and to whom.
Scientifically validated tools, in service of the interview, never in its place.
Compliance with the code of ethics of the Swiss Federation of Psychologists.
A framework contract with the organization, a three-party agreement for coaching, announced flat fees, a quote for projects.
Data processed and hosted in Switzerland or Germany, in line with the Swiss Federal Act on Data Protection and the General Data Protection Regulation.
Yes, the measurement instruments Victor Jaques uses are chosen for their documented psychometric quality. His grids, plans and working tools are interview aids: they help structure the conversation, without claiming to objectify the person. These tools complement the dialogue, they do not replace it. The scientific references used appear in the Scientific sources section of the Tools page.
Each document handed over (questionnaire, plan, 360° summary) is presented before it is used, then discussed with the person assessed: what it measures, what it does not measure, and what they think of it. The other aids are used only to prepare and run the interview.
A first conversation to clarify your needs, then a written proposal where appropriate: announced flat fee or quote. You then decide.