2024-02-08 17:36:20
At Sewan, a company specializing in networks and the cloud for businesses, there is no question of hiring a work-study student if we cannot offer them support worthy of the name. This Parisian company waited until 2020 to try the experiment. “Before that, we simply didn’t have the human resources to do it. Welcoming an apprentice only makes sense if a manager has the time to invest,” explains Marlène Delrue, general secretary of Sewan. Today with 420 employees in France, the company has 10 work-study students, whose contracts range from 1 to 3 years.
Apprentices and potential recruits
According to the Work-Study Observatory, only 7% of apprentices believe they have benefited from an integration and training course upon their arrival. On the business side, one in two employers feel like they are putting it in place, but recognize difficulties in finding tutors. Due to lack of time (reason mentioned by 43% of them), but also of skills to supervise and train a young person (45%). “Although this is demanding, we encourage our services to favor work-study programs. The relationship is more fruitful than during an internship of a few months,” says Marlène Delrue.
77
%
of companies do not provide specific training for their tutors
Alternation Observatory, 2024
As technological profiles are popular, managers do not always manage to find the perfect apprentice. Especially since the company takes care to recruit them well. “They go through exactly the same job interviews as our other employees, because we are aiming to offer them a position afterwards,” emphasizes Marlène Delrue. To make the mission as motivating as possible, Sewan reserves some advantages for these young people. That of mobility, for example, allowing them to discover different services throughout the mission. Or financial, from allocated restaurant vouchers to a value sharing bonus. And this is substantial: 1,000 euros per work-study student, to which is added 3% of their annual net remuneration.
Attract work-study candidates through impact
Change of scale at Ucanss. Little known to the general public, the Union of National Social Security Funds nevertheless brings together 300 “Secu” organizations and their 145,000 employees. Among them, 2,000 apprentices are expected in 2024. “We have initiated this apprenticeship policy because, as a public service, it seems essential to us to contribute to the training of young people. Then, because it is a good way to introduce people to our professions,” explains Isabelle Bertin, director of Ucanss.
Of these approximately 80 professions, most are fairly standard: IT, accounting, customer relations, legal, etc. The size of the projects and their importance for all French people are less so. “For a computer scientist, working on a site frequented by millions of people like Ameli.fr is an exceptional experience. There is really reason to feel useful and find meaning in your work,” illustrates Isabelle Bertin. The Lasecurecrute.fr site lists all job offers and offers missions throughout France, including overseas. Another asset to convince students, wherever they live.
In terms of support, “each of our apprenticeship tutors has benefited from comprehensive training. We are very attentive to this,” guarantees the director of Ucanss. The integration of young people involves a mixture of humans and online content to understand the activities of Social Security, relayed by modules specific to each profession. Training is also branded as a cardinal value of the organization. “More than 75% of our employees receive training each year,” specifies the director. An HR policy which also translates into the search for a good balance between private and professional life, with possible schedule adjustments. Mission offers dedicated to work-study programs? Almost all of them will be online in April.
Trust framework
At Bouygues Telecom, the recruitment campaign takes place from February to June. Here too, there is plenty of expertise. “Whatever your field of study, I bet we have a job for you,” says Laure Brito, Campus Manager of Bouygues Telecom. All year round, she is in contact with students, both on forums and during conferences, or by showing young scientists the company’s technology park in Meudon (Hauts-de-Seine). “We’re looking to create the spark,” she confides.
Once the work-study student is recruited, it begins with an integration day with other apprentices and interns. “The morning is dedicated to discovering our different sectors, the afternoon takes place more in the form of a game to get to know each other and feel at ease,” explains the Campus Manager. On the management side, the work-study student has several people to talk to. Starting with his tutor, who will monitor with him the smooth running of his mission “and its evolution over time, according to his feelings and the projects that attract him,” adds Laure Brito. The company requires its tutors to have at least one year of experience and to follow a training session where they will collect some useful practices. “Supporting a young person can be learned! Lots of little things are more precious than they seem, like informal and regular meetings,” assures Laure Brito. The student can also confide in an HR representative for professional or personal questions. Finally, Bouygues Telecom interns and work-study students have their own online community, called “Be Young” and designed to chat with each other or organize events. “What are they saying to each other? This is not our subject. Trust and autonomy are also strong values for us,” smiles Laure Brito.
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