The current study assessed the efficacy of one TRIO program, Talent Search. This study compared the postsecondary enrollment of Talent Search participants and non participants. The comparison was conducted on a sample of 284 low-income college ready seniors from three south central Kentucky high schools. Results indicated that low-income students participating in the Talent Search program did enroll at a significantly higher rate than non-participants. This study also examined if the length of time students participated in the Talent Search program was significantly related to postsecondary enrollment. Results indicated no significant correlations. Additionally, this study examined if a relationship in postsecondary enrollment among Talent Search participants as related to their classification by Talent Search eligibility criteria of (a) low income only, (b) first generation only, and (c) both low-income and first generation exist. Results indicated no significant correlations. The findings in this study will help provide support of the effectiveness of TRIO, particularly Talent Search.

En un mundo laboral donde la fuerza empleadora vive una competencia constante respecto a la captación y reclutamiento de talento humano de valor, es relevante la comprensión de lo que piensan y aspiran los jóvenes universitarios, próximos a culminar dicha etapa, en el campo laboral y sobre el desarrollo de la marca empleadora de las organizaciones, evidenciándose la escasa existencia de estudios que abarquen ambas variables a nivel nacional. La presente investigación buscó determinar el efecto de la marca del empleador en las expectativas laborales de los estudiantes, tomando como base la teoría sobre Marca del Empleador y Expectativas Laborales propuesta por Monroy et al. (2019), asimismo, determinar el nivel y la relación entre ambas variables. En cuanto a metodología, el estudio es de enfoque cuantitativo, de diseño no experimental y de nivel explicativo. Se empleó la media, coeficiente de Roh Spearman y el modelo lineal generalizado, concluyéndose que se confirma la hipótesis planteada, afirmando que la marca del empleador tiene un efecto significativo en las expectativas laborales de los estudiantes. / In a world of work where the employing force experiences constant competition regarding the recruitment and recruitment of valuable human talent, it is relevant to understand what young university students think and aspire, close to completing this stage, in the labor field and on the development of the employer brand of the organizations, evidencing the scarce existence of studies that cover both variables at the national level. This research sought to determine the effect of the employee brand on the job expectations of students, based on the theory on Employer Brand and Job Expectations proposed by Monroy et al. (2019), likewise, determine the level and relationship between both variables. Regarding methodology, the study has a quantitative approach, a non-experimental design and an explanatory level. The mean, the Roh Spearman coefficient and the generalized linear model were used, concluding that the participants have a high level of perception regarding the organization's employee brand, show high job expectations and that there is a significant relationship between both variables of study. Finally, the proposed hypothesis is confirmed, stating that the employee's brand has a significant effect on the job expectations of students.