The main problem which our research is built on is the major imbalance between the demand and the supply of the labor force, focusing on young people resources. The relevant indicators are, on one side, the high unemplyment rate amongst young people, and the high proportion of the organisations which find difficulties in finding suitable employees for vacant jobs or for development, on the other. There are many causes of this imbalance – low birth rate, migration, the unsuitable professional training of the youth, major deficiencies in recruiting, selection and induction processes. Each and every one of these aspects are complex enough to represent the topic of a vast research. In our research we approached the aspects that have direct connection with human resources development and management of organizations. Therefore, we consider that a key role in generating and maintaining the above-mentioned differences is the poor communication, on both sides, in the recruiting, selection and induction processes, caused by an insufficient development of the participants’ emotional intelligence and a cronical crisis of the organizational leadership. The curent paper focuses on a first empirical investigation conducted during this research project, oriented towards the valorisation of emotional intelligence in the organizational leadership.