04/11/2025
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With the continued rise of work-study programs, companies must demonstrate exemplary organization and a clear strategy to attract, recruit, and successfully integrate young talent. A successful recruitment campaign doesn’t happen by chance: it relies on anticipation, method, and the involvement of all stakeholders.
According to DARES (02/2025), 878,900 apprenticeship contracts began in 2024, representing +3% compared to 2023, and over one million contracts were active by the end of 2024. These figures confirm that work-study programs have become a sustainable pillar of the job market. In this context, running a successful apprenticeship recruitment campaign requires a strategic and structured approach, combining attractiveness, rigorous management, and operational excellence.
Work-study training and its contract types
Work-study training is based on two types of contracts: the apprenticeship contract and the professionalization contract. These programs allow students to combine theoretical learning with professional experience, while providing companies with a pool of young talent already trained in their methods.
A true springboard to employment, work-study promotes professional integration: according to DARES, more than one in three apprentices are hired by their company at the end of their contract.
The rise of work-study since the Covid-19 crisis
Since the health crisis, work-study programs have continued to grow. In 2024, 878,900 apprenticeship contracts were signed in France — a figure nearly 60% higher than in 2020.
This momentum, now more moderate (+3% year-on-year), reflects a stabilization of the system after several years of rapid expansion.
In total, more than one million apprentices were active at the end of 2024, confirming the central role of work-study programs in youth employment and skill development.
Nearly one in three apprentices are hired at the end of their contract, showing the effectiveness of the model.
Why your apprenticeship recruitment campaign is strategic
Recruiting apprentices is much more than a simple hiring process. It’s a long-term investment in training, diversity, and performance. A well-executed work-study campaign allows you to:
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Identify promising profiles aligned with your business needs.
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Strengthen your employer brand among younger generations.
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Prepare future successors for key positions.
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Foster engagement and long-term employee retention.
In 2024, apprenticeship contracts also progressed in the field of inclusion: 15,700 apprentices with disabilities signed a contract (+12% compared to 2023).
These figures highlight a strong trend: work-study is also becoming a driver of diversity and social inclusion, reinforcing the human and societal value of HR policies.
Key steps to ensure the success of your apprenticeship recruitment campaign
In 2025, competition to attract the best apprentices remains high: more than 878,000 contracts were signed in 2024, and all companies recruit during the same periods. Rigorous planning is therefore essential to stay competitive.
1. Define your needs with managers
Before launching your apprenticeship recruitment campaign, it is essential to clearly define your company’s needs in terms of skills and desired profiles. Together with managers, identify the areas where support is needed and the specific skills expected from the apprentice. This step will help you target candidates effectively and ensure they meet managerial expectations while planning time and budget investment. It’s also the right moment to anticipate and guide manager involvement throughout the selection process.
2. Write an attractive apprenticeship offer
A clear and engaging offer makes all the difference. To catch candidates’ attention:
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Craft a compelling title and tone for your ad.
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Clearly describe the missions and skills to be developed.
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Highlight the benefits: support, flexibility, job opportunities, company culture.
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Showcase your CSR policy, innovative projects, and values.
Younger generations pay close attention to these aspects. Consider using videos or testimonials from former apprentices to boost your attractiveness.
3. Deploy an effective sourcing strategy
To reach a wide range of potential candidates, it’s essential to use the right recruitment channels. In addition to traditional job platforms, consider leveraging social media, student forums, career fairs, and partnerships with educational institutions. However, once you reach your target, be prepared for a high volume of applications — have you anticipated how to sort through these large volumes of applications?
Remember that candidates are in high demand: a response time of more than 48 hours can lead them to choose another company. Reactivity is key in handling a high-volume recruitment campaign. Organize yourself to contact candidates within 24 hours of receiving their applications, as competition is fierce and top candidates will have multiple options. Your strategy should therefore account for this response time, the effort needed to prequalify skills and motivation, the managers’ involvement in interviews, and the management of administrative tasks related to apprenticeship contracts.
4. Select with method and transparency
To ensure successful recruitment, structure your process:
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Conduct an initial screening based on CV and motivation.
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Offer a phone or video prequalification interview.
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Assess technical and behavioral skills through practical exercises.
Involve managers at each stage to ensure the candidate’s alignment with company culture. This reinforces consistency in selection and overall engagement in the project. According to DARES, 22% of contracts started in 2023 were terminated within the first nine months. Close monitoring of new apprentices, starting from the selection phase, is therefore crucial to foster retention and sustainable integration.
5. Anticipate administrative management
An apprenticeship recruitment campaign involves many steps: liaising with schools, collecting required documents, signing contracts, validating with the OPCO, etc.
To avoid delays, prepare a detailed schedule and centralize documents using a digital solution. If your apprentice intake is large, outsourcing this step to an HR provider or external service can be highly effective.
The benefits of a well-structured campaign
A successful work-study campaign allows you to:
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Save time and gain peace of mind in the recruitment process.
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Strengthen your employer image among young talent.
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Promote skill development within teams.
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Build an internal pool of qualified and motivated future employees.
Work-study programs represent a strategic opportunity to prepare your company’s future while contributing to the training of the next generation.
Succeeding in an apprenticeship recruitment campaign requires a global vision: anticipate, structure, communicate, and follow up.
In a context where the number of apprentices has reached a record level, companies that anticipate and professionalize their campaigns will stand out.
By adopting a structured approach focused on the candidate experience, you maximize your chances of attracting the best profiles and turning your campaign into a lasting success.
Need help managing your apprenticeship campaigns?
Contact our specialized team to outsource all or part of your apprenticeship recruitment campaign and boost your efficiency today.