What does the future hold for your youngest workers? Are you taking full advantage of talent profiling by surfacing their "hidden talents": identifying the key differentiators of potential leaders such as key strengths, development activities, certifications, and more? Do you understand their relocation preferences, career interests, and career objectives, and are you effectively incorporating this data into leader identification? Uncovering the future leaders in your organization is the key to smart workforce planning and succession planning. This paper discusses how to use the capabilities and the technologies of your human capital department in this identification, and how to create alignment between employee wants and organizational needs.