The concept of emotional intelligence has given much of that talk in recent times, both that it has aroused interest in the more diverse scenarios, one of them has been the organizational context. Many organizations have taken the call emotional intelligence as a criterion for selection and development of personnel, due to the incessant changes and the increase in competition. The focus is on the conviction that it is the intelligence of employees (view from the ability to adapt and find creative solutions to the problems of the environment), which can promote more appropriate adaptations of the organizations to unexpected changes, as the people are who ultimately make up and headed the company, shall then ensure that these people have an effective response capabilitycreative and adaptive to enable the sustainability of business management. For a long time selection criteria such as academic level, work experience and personal references, have diminished its value (although they will remain of) utility to inquire about the trajectory of the candidate), serves not only to know the profession of the postulate, his knowledge and expertise but also determine the capacity that it has to face new challenges, solve any problems, interact with other members of the team and propose new ideas. Some techniques as the assessment center, containing in its essence the concept of emotional intelligence, have been used by some companies to predict future working performance of candidates, recreating specific situations in which the postulates will be involved in their future role within the Organization, in order to investigate their possible reactions. In short interest in the attitude that people have to situations of everyday life increasingly becomes more relevant, and is obvious to happen, in an increasingly competitive, globalised and changing world.