There is no doubt that programs designed for high-potential employees are important in light of changing workplace demographics--but companies have limited resources for developing high-potentials candidate. So, how does a company decide who gets selected for high-potential programs? Various screening and nominating criteria have been used. This session will review some of the existing screening and nominating methods. Then, you will learn how to use an interview process that takes into account the EQ of the person being considered as high-potential. Why? Given that EQ accounts for much of the success rate for executives, using an interview process that identifies EQ competencies and blending this information with existing selection strategies clearly leads to candidates who have high potential. This session focuses on identifying internal and external interview questions that can help select people with high levels of emotional intelligence to function in your future organization.