For me ,the summary, scorecard and interview questions are the most helpful when I am reviewing a potential candidate for an interview. The summary helps me identify the candidates strengths, the scorecard helps me identify the percentages of where the candidate’s behavioral characteristics fall in relation to the ideal range span for the role and the interview questions are specific to the candidate based on their score. Review collected by and hosted on G2.com.

The amount of information provided is quite substantial and there are occasions when I may not have enough time to read everything in the talent science page about the candidate. Review collected by and hosted on G2.com.

The ability to compare against our organization's position profiles, interview guide and detailed summary and overviews. I have never used a talent tool in the past and this makes recruitment alot more insightful and intentional. Review collected by and hosted on G2.com.

I am a new user so haven't seen many potential inefficiencies but at times, I know my team has shared concerns with the Talent Science portion/section/tab not appearing on candidate's applications.

I also had a candidate confirm completion of assessment but was not available until the next day. Review collected by and hosted on G2.com.

I like how easy Infor Talent Science is to read and how you can hover over different things to get little snippets. The interactive features like the expanded explanations are great. It provides me with a really nice insight into what kind of person I'm bringing into the building, and it helps me understand candidates better through the questions they answer without pressure. The initial setup was extremely easy since all I had to do was click on a link and send my candidates to the same page. Review collected by and hosted on G2.com.

Everything's kind of vague. It could be a little bit more explicit in which situations he answered, in what way that made him show that he can improve. Review collected by and hosted on G2.com.

It is easy to read and detailed, and provides accurate data in relation to the department. In addition the report is easy to download and share information. Review collected by and hosted on G2.com.

Sometimes the report does not show results right away or it isn't integrated with the ATS we are using. It can be time consuming to get the info I need. Review collected by and hosted on G2.com.

What stands out most about Infor Talent Science is how it blends data science with practical HR decision-making in a way that’s actually usable day-to-day, not just theoretical.

At its core, it uses predictive analytics to help organizations make better hiring and talent decisions. Instead of relying only on resumes or gut instinct, it builds success profiles based on top performers and then matches candidates against those profiles. That leads to more objective, consistent hiring.

Another strong point is how it supports the full employee lifecycle, not just recruitment. It can be used for internal mobility, leadership development, and identifying high-potential employees, which makes it valuable beyond just talent acquisition.

It’s also designed to reduce bias by focusing on behavioral and cognitive data rather than subjective factors. For HR teams, that’s a big step toward more fair and defensible hiring practices.

From a practical standpoint, it integrates well with broader HRIS ecosystems (like Workday or SAP SuccessFactors), which makes adoption easier without disrupting existing workflows.

If you’re answering this for an application or interview, you might want to tailor it slightly. For example, a concise version:

“I like how Infor Talent Science combines predictive analytics with real HR challenges, especially its ability to build data-driven success profiles and improve hiring quality while reducing bias. It’s not just a hiring tool; it supports long-term talent development and integrates well with existing HR systems, which makes it highly practical for modern HR teams.”

If you want, I can customize this answer specifically for a job application so it sounds more personal and aligned with your experience. Review collected by and hosted on G2.com.

1. Over-reliance on assessments (can feel rigid)

One of the biggest concerns is that the platform is heavily assessment-driven. It can feel “too data-focused,” leaving less room for human judgment, context, or nuanced candidate evaluation.

2. Candidate experience can suffer

The assessments can be long and complex, which sometimes leads to candidate drop-off during the hiring process. This is a real issue for talent acquisition teams trying to keep candidates engaged.

3. Complexity and data overload

While the analytics are powerful, some users find the volume of data and reports overwhelming. Hiring managers may struggle to interpret insights effectively or may oversimplify decisions by focusing only on scores.

4. Not ideal for all organizations

It tends to work best for larger companies with high-volume hiring. Smaller organizations or roles with low hiring volume may not get enough value or accurate predictive models.

5. Implementation and setup can take time

Because it builds customized success profiles, implementation isn’t instant, it can take weeks to fully roll out, which may be a drawback for fast-moving teams.

6. User experience could be more intuitive

Some users mention that the interface isn’t always smooth or user-friendly, which can slow adoption. Review collected by and hosted on G2.com.

I like that it takes the personal bias out of candidate skill evaluations. It gives you a tool to measure their skills and abilities and assesses whether a person has the skills and abilities to perform the role that they are applying for. This helps the company make better hiring decisions and helps candidates identify the areas they need to develop more in for that role. Review collected by and hosted on G2.com.

I think the assessment itself is very long, which could discourage people from completing it. Also, some people simply don’t do well on assessments in general, and that can scare off an otherwise strong candidate. While I understand that it provides objective results, I don’t think it should be used as the only factor in hiring decisions. For example, at my company you can’t become a Recruiter unless you “pass” the assessment, and I’ve seen many great candidates rejected for that reason. Review collected by and hosted on G2.com.

I like that Infor Talent Science uses machine learning and intelligence to identify employees who best fit roles and predict future roles that align with them. It effectively takes the work off HR business partners by using data to figure it out. I'm impressed by how it helps analyze employees' current paths and strengths, identifies their future paths, reduces costs in the long run, and increases the average tenure of employees. Review collected by and hosted on G2.com.

I think the biggest annoyance is the questionnaire to fill out ahead of time, 75 questions is a lot to do for many different employees. It's a huge time draw. Perhaps if it could be automated a bit more by using AI more in the front end to watch and see common trends among workers. Review collected by and hosted on G2.com.

I really like how Infor Talent Science pulls all the information I need into one place, which makes it easier for me to review assessments for candidates. I appreciate the narrative it provides for any role, as it shows the full story about a candidate, including the good and the bad. This narrative helps me see how they work with others and respond to pressure. Also, I found the initial setup of Infor Talent Science to be very easy. Review collected by and hosted on G2.com.

I feel like the assessment can be manipulated by emotion. While it’s a great tool it’s not the end all be all for if we should hire someone. Review collected by and hosted on G2.com.

I like how it organizes candidates and offers important tracking information for each. It makes it easier to track candidates and understand when each applied, key factors about them, and easily sort contact information and resumes. Review collected by and hosted on G2.com.

It can be sometimes difficult to track the progress of each candidate, and understand when they satisfy different requirements of the pre-hire process. Review collected by and hosted on G2.com.

I breaks down key insights appropriately, shares an overview scorecard. The use of stars is very beneficial and helpful for the users. The overall rating is also helpful Review collected by and hosted on G2.com.

Perhaps this available, yet I would like to know how the scores are applied to a rating for an candidate to fall into a particular category. I'd like the questions to be available, and response that made the candidate fall into a rating category. Review collected by and hosted on G2.com.