I was recently challenged about why anyone would want to participate in an automated digital interview vs. a more natural face to face interview. My answer? You're asking the wrong question.

Of course people want the chance to have a face to face interview, to feel a human connection and feel that gut instinct about whether a company, a role, or a team is the right fit for them. But here's the thing - if we only relied on face to face interviews, only about 1% of people would even have a chance to have them.

The right question is when should someone participate in a digital interview vs. a face to face interview? The answer is during the screening process.

Despite some superficial presumptions that a digital interview is cold, it's actually the exact opposite - it shows an organization's real commitment to a more inclusive screening process. (PS, it also shows an awareness of the bottom line - strictly using face to face interviews is an expensive way to find out someone isn't a fit.)

The digital interview is the means to a more meaningful face to face. Here's why you may experience a digital interview as the first step in a better hiring process:

1. Screening via traditional resumes is an exercise in exclusion.

Most of the screening tools recruiters use today are built to screen 99% of applicants out. The screening criteria is built around sets of keywords and applied to a document that has been proven an inaccurate way to assess fit - old school resumes. Whatsmore, recruiters spend 80% of their six-second scan looking at these four areas: Name. Current Position. Title, Company, and Dates of Employment. Welcome to bad decisions due to unconscious bias - hardly a fair shot.

Digital interviews invite candidates in to tell their personal story anytime, anywhere and enable the recruiter, hiring manager and even the team to see far more potential candidates than the three lifeless resumes that survived that long tail skills search and the six seconds in judgement town. Even better, the average digital interview allows stakeholders inside the organization to see a real person; not just their name, degree or work history, but rather the passion in their voice, the creativity of their answers, and the energy they could bring to the team.

2. Resumes do a crappy job at predicting cultural fit.

There is simply zero chance that a list of bloated power verbs will tell you whether someone has the creative chops, the positive energy and the collaboration skills you need to complete your team and get work done.

Digital interviews combine predictive analytics from audio, video and natural language machine learning to extract and understand over 15,000 behavioral attribute patterns and compare them to those of the people who have proven success in their role and a great cultural fit within the company and the team. It works because Data. Meanwhile, scientific studies have proven that resume data does not correlate to performance.

3. Screening via traditional resumes = FOMO

The best talent on the planet knows it can move whenever it wants, and when it wants to, it moves fast. As in 10 days or less fast.

By the time a traditional screening process identifies them and you're scheduling that one on one (probably not, because they told their network they were looking and completely skipped the job board), they're already committed to the next big thing. Top talent doesn't have the patience to spend 12 hours learning what they should in 12 minutes.

Digital interviews are accessible via a social link - not a redeye. By participating in an initial digital interview, candidates get exposure to your culture, your employer brand, and what the day to day experience might be like in a particular role.

Applying to a job will always be among the most significant moments of our lives. That's why interviews, whether digital or in-person, can feel nerve-wracking or awkward - but nerves and all, the first step is getting to the interview. You know what's worse than a bad case of the nerves? A bad case of wondering what happened to your job application.

I founded HireVue with the very spirit that there must be a better way for more candidates to break through that initial screening process where we often get ruled out based on factors beyond our control. To help address this, video has equipped countless candidates to show their true ability to work in that critical initial screening stage so they can land the in-person interview and possibly the job of their dreams. We'll continue to uphold this mission day in and day out.