Just after midnight on Aug. 1, 1981, MTV launched its first music video, “Video Killed the Radio Star,” sung by “The Buggles.” The event was symbolic on a number of levels, but the most obvious came from the song’s title. Was the advent of the music video poised to end the reign of music’s popularity as heard on the radio? The revelation changed the music business — it was never the same.

Lately, talent managers may be experiencing a similar, though less dramatic, crossroads through the use of evolving technologies as part of the interviewing and recruitment process. Perhaps the most poignant conversations taking place are around the different uses of the Internet to organize, filter and screen potential job candidates.

Thanks to the Internet, talent managers are able to upload thousands of resumes and profile information on potential candidates and share them with multiple stakeholders inside an organization. This helps move along the recruitment process at a faster, and more efficient, clip.

But what about the use of video? People use Internet video technologies to talk to friends or family, but will —or, at what point will — video interviews replace in-person interviews?

“I don’t think it’s just about video interviewing,” said Sue Marks, CEO of Pinstripe Inc., an HR recruitment-outsourcing firm. “I think the world is in the palm of our hands now. Everything is moving mobile and the uptick on video is just astronomical.”

Pinstripe uses a video-interviewing technology for its clients provided by Montage Talent Inc., which was founded in 2007 and issues two video-interviewing platforms: “Montage View” and “Montage Interview.” The latter is a standard video-interviewing tool: It allows recruiters to conduct live face-to-face interviews using a webcam over the Internet.

“Montage View,” on the other hand, is a bit different. Instead of acting as a live video feature, it's an on-demand tool. Candidates using it are instructed to click on a link and record video responses to a series of predetermined questions picked by the recruiter. The candidate can then record those responses at any time, and the recruiter can go into the platform and view those responses whenever, wherever.