Researchers have found a correlation between emotional intelligence (EI) and success in the workplace. As a result, many companies have invested a large amount of resources into EI testing during their hiring process. In the United States, corporations are spending over $33 billion on hiring, training, and development. In addition to the increase in expense this creates, the hiring process is prolonged due to the fact that it takes time to score, analyze, and interpret results of EI tests. The purpose of this quantitative study was to determine whether or not a statistical correlation exists between success factors demonstrated in a perspective employee's undergraduate college career and EI scores. Data were collected from a sample of 85 undergraduate college students attending a for-profit university in a southeastern state. First, the Trait EI Questionnaire-Short Form was used to determine the EI of the participants. Next, with permission of the subjects, four sets of academic data were obtained from for-profit university's database. The academic success factors that were analyzed in this quantitative study were grade point average, attendance, participation in extracurricular activities, and rate of progress toward completion of the subjects' degree. Data were analyzed using a hierarchical multiple linear regression to test each of the four research questions and null hypotheses, which corresponded to each of the four academic success factors. This research was conducted with the permission of Northcentral University's Institutional Review Board in order to ensure the highest ethical standards. The results of this research were that there is no statistical correlation between any of the academic success factors analyzed and El scores. Based on the results, the chosen academic success factors should not be used as predictors of EI during the hiring process. Further research is also needed to determine if other factors can be used as predictors of EI in order to help to expedite the hiring process for possible employees and to allow companies to reduce the costs associated with hiring qualified candidates that will have the best potential to be successful in their career with the organization. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://www.proquest.com/en-US/products/dissertations/individuals.shtml.]