This article will guide Managers through reviewing candidate assessments in Self Service. 

Related Articles:  Review Candidate Applications   Advancing and Dispositioning Candidates

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From the Manager Menu in Supervisor Self Service:

1. Select "Team Vacancies".

2. If you require additions workspace, you may select the Hamburger Icon to collapse the Manager menu.

3. Behavioral Assessment

In this example, we will review the behavioral assessment for candidate Bob Glover.

Under "My Requisitions":

a. Select the checkbox beside the Clinical Assistant Position and then click on the Workflow tab.

b. The system displays a list of candidates that applied for the Clinical Assistant position that are ready for review. There are 6 candidates ready for review.

The Behavioral Assessment section displays the candidate's assessment results based on the Infor Talent Science Model.

c. Select "Recommended" to view the assessment results for the candidate.

d. The system opens to the assessment results. Roles with a smaller green bar have an ideal target range for the role.  For roles that do not have a target range defined, the candidate's score is displayed on the full gray assessment bar.  Examples of both types of reports are shown below.

The system will display a green bar for candidates who apply for roles that match an ideal range. The green bar defines the range that the preferred candidate should be in to qualify as a match for the role. This data is supported as being predictive of the candidate's behavior for the specific role. The same candidate and assessment can be compared to different roles that the candidate has applied to. It is important to note that the same assessment can score differently depending on the role for which they apply.

Mapped Position Report Example

Unmapped Generic Position Report

The assessment score is not based on a Good/Bad range but rather the candidate's behavioral workstyle attributes placing them on the higher or lower range of traits. It is a good practice to learn the definitions of the terms.

For example: Realistic Thinking is better defined as Concrete Thinking. Here you can see that this trait is scored closer toward the middle of the bar indicating that this candidate is more balanced in their thought processes. The best way to understand traits that do not have an ideal range defined is to view the information under Preferences and Onboarding where you can review each trait explained individually.

e. The Preferences and Onboarding tabs provide insight into how the candidate might react in the work environment as well as provide helpful information that might assist the candidate in adapting to and being successful in the role. While this information can be helpful, we do not recommend using this information as the determining factor in the candidate selection process. However, this information can be used to help managers prepare for the interview process and better understand the workstyle of the candidate.

f. You have the option to print the candidate's assessment results from the Print tab.

g. Close the assessment tab to return to the "Manager To Review" screen.

h. Select the Back button to return to the Hiring Screen.

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Review Candidate Assessment

Talent Acquisition - Manager Self Service 

Published: 11/7/25