Apprenticeship: why recruit an apprentice?

Are you a company hesitating to recruit an apprentice? Find out below about the advantages of recruiting an apprentice for your company, while the apprentice benefits from solid professional experience.
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Recruiting an apprentice represents several advantages for the company:

  • Training people "tailor-made" for the company's businesses
  • Benefiting financially ("low" remuneration for the alternant and incentive aid)
  • Pre-recruiting ("trial period" long duration) and facilitating the integration of future employees
  • Fidelizing employees
  • Anticipating retirements and turnover
  • Renewing and strengthening skills within the company,
The work-study student brings a fresh perspective to the team...
  • Dynamize teams by developing jobs

The company must, of course, be willing to encourage the alternant's professional integration into the company, provide the necessary training resources and support the alternant. The arrival of an alternant in the company requires the employer to appoint a tutor or apprenticeship master, depending on the contract chosen, who will support the alternant in his or her practical and theoretical training.

The apprenticeship contract

Target audience

Any person between the ages of 16 and 30.

Exceptions:

  • apprentices preparing for a diploma or qualification higher than the one obtained
  • disabled workers (no age limit)
  • people with a project to create or take over a business)

Duration of the contract

  • Duration of the training cycle
  • Up to 4 years for certain audiences (workers Recognized as Disabled Workers (RQTH) or high-level athletes)

Who can hire?

Any employer, including associations and the Civil Service (State, Hospital, Territorial).

The alternating student in the company

Status

  • The alternating student is an employee of the company
  • The provisions applicable to employees apply to alternating students
  • The alternating student benefits from the same contractual advantages
  • Overtime is subject to compensation (financial, RTT....)

Working hours

  • 35 h/week (or contractual working hours applied by the company)
  • Training time is considered as working time

Remuneration of the alternant

It varies according to:

  • age
  • year of contract performance on apprenticeship contracts
  • level of training achieved on professionalization contracts

It is determined as a percentage of the SMIC or SMC (Salaire Minimum Conventionnel of the job held, or unless contractual provisions are more favorable)

Year of contract16-17 years18-20 years21-25 years26 years and over
1st year27% of the SMIC43% of the SMIC53% of the SMIC100% of the SMIC
2nd year39% of the SMIC51% of SMIC61% of SMIC100% of SMIC
3rd year55% of SMIC67% of SMIC78% of SMIC100% of SMIC
FURTHER INFORMATION
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The apprenticeship at Inalco

  • 2010: start of sandwich course at Inalco in the International Commerce (CI) stream in M2
  • 2019: signature of UFA agreements/Délégation de pouvoir à CFA Formasup
  • 2020: sandwich course in International Relations (RI - M2)
  • 2021: sandwich course in International Commerce M1

In the space of 5 years, following a desire on the part of our Institute, the number of sandwich students at Inalco has almost tripled, from 17 students to 50 students.

As part of this ongoing development, two of Inalco's Master's programs are scheduled to open up to sandwich courses at the start of the 2025 academic year: the TSI and Literary Translation Master's programs.

The hiring process for work-study students at Inalco is carried out via the following main vectors:

  • hiring after an internship offer
  • by word of mouth between students in the relevant Inalco courses
  • by direct requests from socio-economic partners
  • via job offer platforms from our CFA partner Formasup Paris Île de France