Introduction to Acceptance Testing

Link to your Reflect account: https://app.getreflect.io

💡 This guide is intended for your ATS administrators responsible for verifying recruitment data in Reflect, after the first demo.

Acceptance testing is an essential step to ensure the complete reliability of the data present in your Reflect dashboards.

Objectives of Acceptance Testing

✅ Configure mappings and data normalization.

✅ Validate the dimensions used when integrating fields from the source tool.

✅ Verify that the dashboards accurately reflect the company's recruitment metrics.

✅ Identify and correct potential anomalies or inconsistencies in the data.

Preferences and Renaming
- Rename organizational dimensions + stages of your hiring interview process to align them with your internal nomenclature
- Configure display and filter preferences to better meet end users' needs
- You can also rename the timeframes of your hiring process

Data Mapping
- Group dimensions with a large number of source values to make dashboards readable (ex: application sources, departments)
- Rename or correct misspelled source values (ex: “First call” vs “Fisrt call”)
- Standardize labels for dimensions such as application sources or recruitment stages
Data Normalization
- ⚠️ Correctly assign your recruitment stages into the "major stages" you have defined (see section A).
- Normalize critical data to obtain reliable metrics (Is rejected, Job status, Application type…)

💡 Reflect recommends using a dedicated Google Doc / Word document to record your observations, comments and feedback.

This document contains a summary tab and one tab per anomaly. To duplicate it, click here.

To give us effective feedback during acceptance testing and during the rest of our collaboration, we recommend the following protocol:

Create a new entry in the Google Doc / Word
- Give a clear and specific title to each observation (for example: “Inconsistency on hires in department X - December 2024”).
Describe the feedback or question
- Clearly identify the problem or inconsistency (for example: “The number of hires in Reflect for department X is 15, but our internal reports indicate 18”).
Provide additional details
- Specify the dimensions or filters concerned (for example: period, department, source, recruiter).
- Add an example of several employees confirming the problem (for example: for a date issue, mention the correct date).
- Include, if possible, a direct link to the relevant Reflect dashboard.

Checking Hires
- Compare the hired candidates on Reflect with your own internal reports for specific periods (a month, a quarter, a year...)
- Identify any duplicates in applications (eg: same person hired multiple times)
- Verify these same data more precisely by job department, by recruiter's name, by job location, by application source
- Verify the exact dates of these hires
- Ensure that critical fields (job title, recruiter's name, application source) are complete for each hire
- Compare the rejected offers with your internal reports for specific periods (a month, a quarter, a year...)
Checking Jobs
- Verify the number and list of open positions today
- Verify these same data more precisely by job department, job creator's name, by job location
- Ensure that critical fields (job title, job department, job location) are complete for each job
Checking the Recruitment Funnel
- Browse the metrics on the Funnel dashboard
- Understand the different visualizations of recruitment stages :
  - Funnel activity: Applications by stage (over the period)
  - Funnel state: Applications by stage (end of period)
  - The true conversion funnel for completed applications
Checking Recruitment Speed
- Browse the metrics on the Speed dashboard
- Identify any inconsistencies in the time to hire and time to fill (eg: outliers, values that are too large or too small)