Think back to the last recruitment process you participated in. Regardless of the outcome, did anyone from the company contact you to ask how you liked it and what your impressions were?
No?
Don't be surprised if this happens soon. Candidate experience – measuring candidates' experiences – welcome the new trend in HR.

39% of surveyed companies* admitted they don't ask about impressions during recruitment, but at the same time
36% plan their process to ensure the best possible candidate experience, and 17% of companies say they check how well they succeeded. Slightly more (19%) companies confirm implementing various technological solutions aimed at building positive candidate impressions: user-friendly forms, clear and reliable "careers" sections, etc.

How does it look at our company?
Most often, we handle recruitment at Jet Line internally, without using external companies (if we did, there would probably be additional monitoring by recruitment agencies or headhunters...).
We stay in touch with candidates informing them about the recruitment progress, but systematically - we don't evaluate their experiences.
I admit this would be valuable. I imagine that substantive and competent feedback is a goldmine of knowledge and insights for an curious manager who wants to develop and improve processes. However, I wonder to what extent someone – especially someone who wasn't ultimately hired – would want to engage, spend time, analyze and share information.
Because I think even basic two-way communication in the recruitment process isn't yet standard,
let alone experience evaluation.

What are your observations?
Do you ask candidates about their impressions?
What do you learn?

* HR Business Class Trends 2017. Survey by Antal, Profit House, ROC Polska .