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ClearCompany vs Infor Talent Management

Last Updated: November 18th, 2024

Our analysts compared ClearCompany vs Infor Talent Management based on data from our 400+ point analysis of Talent Management Systems, user reviews and our own crowdsourced data from our free software selection platform.

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Product Basics

ClearCompany is a Talent Management software designed to streamline the employee lifecycle, from recruitment to performance management. It caters to businesses of all sizes, particularly those seeking to optimize their HR processes and enhance employee engagement. ClearCompany offers a comprehensive suite of features, including applicant tracking, onboarding, performance management, goal alignment, and employee engagement tools. Users appreciate its user-friendly interface, robust reporting capabilities, and seamless integrations with other HR systems.

ClearCompany's pricing structure is typically based on the number of employees and the specific modules selected, with options for monthly or annual subscriptions. While it may not be the most budget-friendly option on the market, many users find the value and comprehensive features justify the investment.

Infor Talent Management is an HCM solution that also handles payroll, time and attendance and other HR functions. It’s designed to improve productivity, employee learning, staff diversity and inclusion, team collaboration and more. Users can conduct performance reviews, analyze data, onboard new hires and coordinate across recruiting teams. Through behavioral science and predictive analytics, it breaks down various elements of performance and team dynamics to optimize the workforce. It serves over 14,000 customers and 67,000 organizations in 178 different countries.

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Product Insights

Workforce Analytics: Gain meaningful insights into the employee and business performance drivers, such as employee engagement, workforce diversity, equity pay, tenure, attrition, gender balance and key attributes of top performers. It helps employers build their workforce based on real-time insights and metrics.
Hiring Plan: Design a robust hiring plan to model business needs, anticipate employee attrition and future talent pipeline requirements across the organization. It enables employers to execute the optimal workforce plan and meet business goals.
Employee Engagement: Send messages of appreciation to the employees who have performed well, allowing coworkers to publicly recognize their peers. Rewarding employees allows managers to encourage top performers and inspire other employees.
Real-Time Feedback: Provide real-time, consistent feedback to the employees. Continuous feedback ensures employees and managers are aligned on key priorities, goals and objectives. It empowers employees to track comments concerning their progress towards organizational objectives and adjust their performance accordingly.
Onboarding Experience: Create a seamless onboarding experience for the employees, making it easy for the new hires to complete the onboarding tasks electronically. It ensures efficiency and consistency in the onboarding process.
Interview Scheduling: Send interview invitations, reminders and updates directly through the platform to keep interviewers and candidates on track. It eliminates the need for back and forth communication between the interviewers and the interviewees.
Mobile Recruiting: Leverage mobile recruiting capabilities, making it easy for hiring managers to pull-out candidate information and resumes right from their phones. Skim through the interview guides with questions specific to the role to ask the right questions to the candidates.

Greater Team Cohesion: With advanced screening and recruiting tools, administrators can create teams that fit together better and enable collaboration and goal setting. It measures diversity and identifies possible blindspots the hiring team is missing.
Personalized Career Paths: Creates career goals for employees that are better aligned with business objectives. It allows them to see how they fit into the overall company and better understand the expectations of their positions.
Better Engagement: Develops and nurtures a positive relationship between employee and employer. By facilitating training, simplifying onboarding and continually improving performance, it creates a more motivated and happier staff.
Creates Smoother Transitions: Helps during shifts between leadership teams with its succession planning functions. Users can identify and develop workers and prepare them for new positions in case of shifts due to turnover, promotions or other happenstances.

Reviews: It provides users with four different review functionalities. Users can implement traditional, peer, 360 and time-based reviews. The solution offers unlimited peer and 360 reviews, and users can coordinate 30-, 60- and 90-day performance reviews for new employees.
Automated Reminders: Real-time feedback can be imported automatically into a review, providing HR managers with a high-level view of an individual employee’s performance.
Reporting: The system’s nine-box reporting feature helps managers save time by automatically analyzing numbers and plotting data. Automated reporting allows users to collect and leverage candidate data. This gives managers a bird’s eye view of candidate performance and can help influence hiring practices.
Continuous Workforce Planning: Use workforce planning to change budget and headcount assumptions and model real-time staffing scenarios. Users can see the implications on budget and teams immediately so they can optimize and execute headcount recommendations for successful workforce planning.
Collaboration Tool: It provides a centralized collaboration tool for HR managers, business leaders and recruiters for proactive workforce planning. It ensures all the stakeholders are on the same page with respect to aligning headcount and hiring plans with real-time business needs.
Data-Visualization Tools: Leverage interactive dashboards, time-series reporting and filters to visualize and assess talent data. Drill-down to gain clear visibility into the progress of talent initiatives. Identify trends, outliers and patterns within the data to make accurate predictions and help users identify where they need to take action.
Device and Equipment Management: Manage all physical assets, including devices and workplace equipment, from a centralized database. It enables users to gain a clear picture of all organizational assets and the employees using them. It allows users to make timely device provisions for the new hires.
Employee Engagement Surveys: Leverage pre-built survey templates curated by experts to understand employee sentiments and improve the workplace culture with engagement and pulse surveys. Users have the option to choose from expert-designed questions or create their own.

Employee Lifecycle: Discovers the right talent, increases engagement and manages the employee lifecycle more effectively.

Acquisition: Helps administrators source, engage, screen, interview and hire candidates. It makes the process more effective and creates a standardized workflow to ensure equity and consistency in the process. Administrators also have a better insight into the skills of a candidate to cut down on costly turnover. Coordinate between recruiters, managers and interviewers with a personalized guide making the process run more smoothly. Integrate with an ATS or other system.
Onboarding: Once hiring is complete, the solution facilitates effective onboarding and allows users to track their performance. It provides them tasks to complete and makes for better communication with managers.
Succession Management: Identify and prepare the next generation of leaders from the current workers. Aids employees so they can develop along their desired career path while ensuring an organization is prepared in case of a sudden departure from the leadership team. Establish a pipeline of workers with the right skills to plan for company shakeups, shifting interests or changing priorities. This reduces turnover costs.

Talent Science: Predictive analytics create a technological framework to find the best candidates through the analysis of performance and behavioral data. Through assessments, it gathers the necessary info for better matches. This ensures a potential hire is right for their role. It facilitates career pathing, diversity, inclusion and productivity.
Compensation Management: Analyzes and suggests appropriate payment levels for potential and current staff members to ensure fair compensation and good performance. It calculates and automates payment and awards.
Team Development: Assessments and team communication tools enable collaboration between members. Teams can see their strengths and weaknesses and address issues where necessary. The Behavioral DNA identifies behavioral characteristics within a team, helps leaders develop strategies for better dynamics and users integrate more established and brand new groups. It can also analyze the alignment with higher business goals.
Performance Management: Monitors performance and analyzes strengths and weaknesses through assessments and feedback reports. Opens a line of communication between workers and management to set expectations.

Assessments: Offers surveys so staff can critically engage with their role and to find and solve challenges and appreciate successes. It tracks performance, delivers pulse surveys, analyzes worker behavior and more.
Goal Management: Aligns goals and expectations of the company with that of the employee so they can focus on the most important metrics, spark personal growth and improve.

Diversity and Inclusion: Uses science to combat hiring biases, create more diverse teams and encourage talent in areas where it may not be immediately apparent. In addition to necessary reporting, it gives leadership actionable insights to improve situations. Leads to greater self-awareness surrounding staffing practices.
Learning Management: Provides a platform for company learning. Instructors can create and deliver learning content. In addition to increasing training effectiveness, it can transfer institutional knowledge and aid workers in developing necessary skills. Assessments let workers gauge their success and retain the information better.
Other Capabilities: In addition to talent management, this suite has HR, workforce management, time and attendance, scheduling, planning for labor, benefits management and more.

Product Ranking

#21

among all
Talent Management Systems

#3

among all
Talent Management Systems

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Analyst Rating Summary

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User Sentiment Summary

91%

of users recommend this product

ClearCompany has a 'excellent' User Satisfaction Rating of 91% when considering 580 user reviews from 5 recognized software review sites.

88%

of users recommend this product

Infor Talent Management has a 'great' User Satisfaction Rating of 88% when considering 30 user reviews from 5 recognized software review sites.

5.0 (13)

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4.6 (247)

3.5 (2)

4.5 (282)

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4.2 (6)

4.4 (6)

4.2 (32)

4.7 (8)

Awards

Recruitment and Applicant Tracking Award

Synopsis of User Ratings and Reviews

User Interface: The solution has an intuitive user interface, according to 100% of users. The system is easy to navigate and it takes a few minutes to train new users to use the system.

Customer Support: According to 71% of users who reviewed this pro, it has excellent customer support. The online chat feature and a dedicated customer success manager ensures user queries are answered within a stipulated time frame.

Scorecards: About 100% of users who mentioned this pro said scorecards are incredibly helpful for accumulating relevant employee information and useful interview notes in one place.

Interview Scheduling: Regarding this feature, approximately 67% of users said that the ability to schedule interviews directly through the system is helpful. The calendar integration allows users to keep track of the upcoming interviews with ease.

Excellent Customer Service: Over 90% of reviewers who discussed customer support said they were helpful, solved issues quickly and provided valuable insight.

Affordable: Users felt the price was appropriate in over 90% of comments that discussed it.

Talent Science: Over 80% of reviewers who discussed the talent science features felt the data helped build and manage staff better.

Recommended: In comments that discussed recommendations, over 80% of users said they would recommend the platform.

Ease of Use: Over 70% of reviews that touched on the useability found the solution easy to navigate and use.

Good Functionality: Users who discussed features felt the software’s tools were adequate over 50% of the time.

Usability Challenges: The platform's interface can feel clunky and outdated, leading to a steeper learning curve for new users. Some users report difficulty navigating between different features and finding the information they need quickly.

Customization Limitations: ClearCompany may not offer the level of customization that some larger organizations with complex workflows require. This can lead to workarounds and inefficiencies in tailoring the platform to specific needs.

Reporting Functionality: Generating custom reports or extracting specific data points can be cumbersome. The reporting tools may lack the flexibility and depth needed for in-depth workforce analytics.

Poor Communication: While users generally appreciate the customer service, over 60% who talked about it said they ran into some communication issues.

Assessment Length: Reviewers said assessments took too long in over 60% of relevant comments.

The solution has an intuitive user interface, and it’s easy for novice users to navigate the system. Users can create and manage workflows and set-up recruiting, goal-setting and performance evaluation functions. It has an excellent support team that addresses user queries within a given time frame. It has various options to regroup the candidates by categories or profiles, schedule interviews, view candidate profiles, make interview notes and much more. On the other hand, some users feel that the solution has limited reporting capabilities and it doesn’t allow scheduling interviews with multiple interviewers or a conference call. In addition, it doesn’t offer integration with the background checking system.

Infor Talent Management is part of a wide company that makes a range of programs. Users responded well to the comprehensive customer service, affordable price points and the easy to use interface. A majority of reviewers that discussed recommendations said they would recommend it and they felt the features worked well. By far the most popular was the talent science that provides data based on behavior and performance. Users said it aided them in recruiting by building a workforce better suited to the company. Other reviewers said it helped with performance and diversity. On the other side, many reviewers said they ran into some miscommunications during the process with the company. Though most ultimately had a good impression of the support services. Last, reviewers felt that while the assessments were condensed well, the length was worrying. They expressed concerns that possible hires would jump off during the application process. Infor Talent Management is a good choice for organizations with complex recruiting needs who are looking to improve their performance and hiring practices. It appears to work best for medium-sized and large enterprise companies. The platform may be too complicated for small businesses.

Screenshots

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FAQ

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