Apprenticeship: why recruit an apprentice?

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 conventional 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)

L'alternance à l'Inalco

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

In continuation of the development undertaken, it is planned that at the start of the 2025 academic year, two Inalco Masters will open their Master 2 courses to sandwich courses: the TSI and CFI Masters.

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 socioeconomic partners
• via the job platforms of our CFA partner Formasup Paris Île de France

Recruiting our students via the JobTeaser platform

In order to facilitate the professional integration of our students and put them in touch with recruiting companies, Inalco has formed a partnership with JobTeaser.

This is a platform where you can easily post your internship, job and apprenticeship offers for Inalco students and graduates, free of charge. For their part, students can create a profile and be visible to recruiters.