The opportunity of work-linked training: 6 tips for recruiting the right person

For a long time criticised for being reserved for low-skilled jobs, apprenticeships are now making a comeback! Open to all, apprenticeship contracts can now be used to train for all kinds of jobs, thanks in particular to the TESE or CESU, depending on whether you are a private individual looking to hire a professional in personal services or simply looking for work-study students for your company.

Companies are increasingly interested in this win-win contract, which offers significant financial and production benefits .

But beware, recruiting a work-study student takes time, organisation, strict administrative procedures and a legally compliant employment contract.

👉 Find out why it's a good idea to recruit a student-apprenticeship scheme , and take away 6 tips for better recruitment.

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First of all, why recruit a work-linked training scheme?

Work-linked training brings many benefits to companies:

• A significant economic advantage for organisations. In addition to the low cost of salaries, the government has recently introduced a special grant that covers almost the entire cost of the student's salary.
• A fresh, outside view of your company. This feedback can be useful in assessing your methods and even optimising some of your processes. We advise you to remain open to feedback, even if the person is young, it can be invaluable.
• The ultimate aim of work-linked training is recruitment. By choosing apprenticeship, you integrate, assess and train your potential future employee directly (if you make them want to stay).

💡 A little tip: calculate your financial aid using the simulator set up by the government.

How do you recruit a work-study student? Our 6 tips

1. Adapt the assignments to the company's needs

As a recruiter, you want to take on a work-study student because you don't need a full-time employee. This is a good idea, but you need to do some preparatory work and define your objectives before starting the recruitment process. First of all, remember to define your job profile clearly to avoid getting lost in the recruitment process.

Then, to prepare your job description (not job profile) as well as possible, certain essential elements need to be defined:

• the general tasks in which the apprentice will be involved, as well as the projects and tasks they will be carrying out;
• the future apprentice's field of training , so that it matches the proposed tasks;
• the duration of the contract you want in relation to your needs, and the apprentice's level of qualification.

Once you have established your requirements, you can move on to the next stage of your recruitment.

👨‍🎓 The apprentice's opinion : be clear about your needs and your job description. It can happen that the reality is totally different from what has been written, which can lead to disappointment on both sides.

2. Choosing the right work-linked training contract

There are 2 types of work-linked training contract, which vary according to the length of the training course or contract and the associated pay:

• The apprenticeship contract is part of the initial training for a diploma or professional qualification, and 25% of the time is devoted to training. Under this contract, the apprentice will spend more time in training, but will be paid less than under a professionalisation contract.
  • The professionalisation contract, on the other hand, is part of the continuing training for a qualification, and the apprentice will be in training less than 25% of the time under the contract.

💡 To find out more about the difference between these contracts, we recommend you read this article put forward by the government.

3. Finding the best talent

As with any traditional recruitment, there are several ways of finding a work-study student or even recruiting the best interns.

• You can approach the schools directly, as they are most likely to find THE work-study student for you. Later on, they'll even be more likely to offer you the work-study students you're looking for!
• You can also use job boards to advertise your work-study vacancies. Although Indeed and Pôle Emploi can be used, we recommend that you also opt for specialist sites such as l'Etudiant or alternance.fr.
  • If you're motivated and persistent, canvass and approach your future work-study students directly on LinkedIn. This is a useful way of precisely targeting the profile you're looking for, and reduces the risk of unsuccessful recruitment.

👨‍🎓 The work-study student's opinion : the vacancies offered by our schools and universities are very much appreciated, because they are aimed directly at us. It's a bit like the companies coming to us, it makes us feel valued.

4. Preparing the work-linked training scheme

Once the candidate has been chosen, the long-awaited✨administrative procedures✨arrive. These are necessary to formalise and validate the recruitment of the work-study student.

The Skills Operator (OPCO) is the body that will register the contracts and fund the work-linked training. It is up to you to contact your OPCO directly to check the criteria for funding the training.

As an employer, you must sign a declaration of recruitment guaranteeing :

• the work equipment
• the tutor's qualifications,
• the organisation of the sandwich course.

You will then be required to draw up a work-linked training contract using CERFA forms for professionalisation contracts and apprenticeship contracts.

5. Organising the work-study student's induction

As with any induction of a new employee, the work-study student also has the right to an onboarding. This is the time to give them their welcome pack. Part-time students are employees like any others, so welcome them under the same conditions as any other employee.

They're even entitled to a few extras: a tutor for a professionalisation contract and an apprenticeship master for an apprenticeship contract, all (or almost all) just for them, who will support them throughout their work-linked training.

👉 Note that an apprenticeship supervisor must:

• Hold a diploma or qualification in the same field as that covered by the apprentice, at least equivalent in level, and have at least one year's experience in the activity concerned;
• Or provide proof of two years' experience in a position related to the qualification being prepared by the apprentice.

👉 To find out more: discover an infographic on the role of the apprenticeship master produced by the government.

👨‍🎓 The apprentice's opinion: tutors are very important for induction, but also throughout the work-linked training period. The people chosen must have time to devote to the work-study student - it's not a job to be taken lightly.

6. Listen to the work-study student and his or her pace

Getting on well with the work-study student is vital to ensuring a successful experience for everyone. Listening and communication are the keys to this good understanding.
We advise you to check in regularly and talk to them about their assignments, how they feel, their motivation, any stumbling blocks, etc.

As well as the relationship aspect, the pace of the work-linked placement needs to be taken into account. The work-study student may be in training 1 or 2 weeks a month, or 1 or 2 days a week, in which case you need to anticipate certain tasks and adapt your projects to this rhythm. Gradually, the alternant will get used to this and anticipate his or her own tasks and projects.

👨‍🎓 The work-study student's opinion: At first, work-study students can be a little lost in all the information they receive , especially when they come back from one or two weeks on the job... Our adaptation time can be a little longer than that of a regular employee.

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Recruiting a work-study student in a nutshell

Work-linked training is an essential source of promising new talent. Apprenticeships are less expensive than salaried posts, particularly in view of the government grants available, and many companies see them as a good compromise.

However, the organisation and administration of an apprenticeship contract can be tricky. Recruiting an apprentice can be a long and time-consuming process, and it can be just as difficult to find a good employee as a good apprentice!

💡 O ne final tip: you can optimise your recruitment using digital solutions! Recruitment software supports companies throughout the recruitment process: from sourcing to onboarding new employees. Take a look 👀.