“Life moves pretty fast. If you don’t stop and look around once in a while…you could miss it.” –Ferris Bueller It is said that time stands still for no one. Neither does technology! Yet, just like time, it is all about how you use it. Mary Meeker, long term Wall Street analyst who is now a venture capitalist, recently debuted her Internet Trends report at the All Things Digital D10 conference that deals with this topic and beyond. She describes a world of innovations that have transformed the way we do just about everything — from the way we consume news and information to how we tell our life stories. Every day, entrepreneurs are leveraging these advancements to reinvent and transform how we do business and live our daily lives. Meeker discusses the “first generation of re-imagination” during which “after 125 years, landlines were surpassed by mobiles in 2002.” Now, we are in the process of, as she puts it, “re-imagination – of nearly everything.” Pinterest and other applications take us from a past of photographs on bulletin boards in our homes to robust and dynamic online worlds allowing us to share our lives like never before. Instagram and others are changing the world of photography, and how applications like Spotify are transforming how we consume and share about music we love. Recruiting has not been immune from this re-imagination. The Internet has enabled a transformation from paper resumes and job fairs to online resumes and searchable skills on sites like LinkedIn. Gone are the times when a recruiter has to wait for a job ad to print in the paper, then wait days more for resumes to come in the mail. Today, in minutes, a recruiter can post a job and begin reviewing near-instant responses — or proactively search through active or passive candidates on LinkedIn and countless job sites. The Internet has clearly shifted the way employers look for candidates AND how job seekers look for their next opportunities. Yet, when it comes to hiring, there is another major shift in progress and it is happening at a fast pace, leveraging the Internet, online video, and even mobile technologies. That shift is Digital Interviewing. In the past, some companies have taken advantage of video conferencing or Skype to interview candidates in remote geograhies or for panel interviews. Those employers were taking a step in the right direction as they found ways to make some improvements to their current processes using video. However, that was hardly a major advancement. Like the disruptive developments that Ms. Meeker describes, Digital Interviewing emerged as disruptive companies like HireVue began to envision a new world for talent identification and selection. They began to re-imagine how companies can screen potential talent and interview in a better, faster and more consistent way — without all the hassles and wasted time with the wrong candidates and manual processes. Early adopters cite Digital Interviewing as one of the greatest transformations to the hiring process in decades. In days gone by, recruiters were faced with the daunting task of screening dozens, even hundreds, of paper resumes. With the Internet came the ability to search online and to screen resumes a bit faster. Yet, the basic process remained the same. So, the technology exists and now it is all about how people use it. If you don’t pay attention to it, it’ll just pass you by. Is your organization embracing what is available today to hire better talent faster and more cost effectively at the same rate your employees (and consumers) are using other new disruptive tools like SocialCam, Fab.com, or Evernote? Are you continuing to “re-imagine” how you identify and select talent? What do you think is next – and will you be ready?