2025 Alternating Campaign: the 5 best strategies

Apprenticeship is an apprenticeship formula that offers young people the opportunity to train professionally while gaining experience in a company. This approach offers a great chance to enrich your skills, gain experience and improve your employability. Each year also brings its share of recruitments in various sectors, paving the way for new job opportunities for a year full of promise.

For businesses, this is an excellent opportunity to anticipate their needs and strengthen their workforce with qualified talent. But how do you effectively orchestrate a recruitment campaign work-study students? What are the most effective levers for attracting, selecting and Retain the best candidates, thus reducing the Cost of recruitment and ensuring better long-term profitability?

In this guide, we offer you 5 key tips for a successful work-study campaign in an effective and innovative way.

1 - Precise definition of the objectives and needs of the campaign

Clearly defining your goals and needs is crucial before starting your work-study campaign. This initial step helps you attract the profiles that best fit what you are looking for, thus aligning with your company values and culture.

1.1 - Identification of the skills sought

During the recruitment process for apprentices, it is important to identify precisely the skills that you want to integrate or strengthen within your company. These skills can be technical in nature, specific to a field of activity, or more general skills such as the ability to communicate, work in a team, or even innovate. If you don't know what soft skill to look for for a job, we have what you need.

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It is also essential to define the level of qualification required, based on the degree that the work-study student is preparing to obtain and the complexity of the tasks that will be assigned to him.

1.2 - Assessment of quantitative and qualitative needs

Your needs aren't just limited to skills. It is also necessary to assess the number of apprentices required and the duration of their contracts, while taking into account your host capacity, your budget, and your future development projects. Determining the quality criteria expected of your apprentices, such as their motivation, ability to adapt and autonomy, is just as crucial. These selection criteria will help you identify the most successful candidates who are most likely to engage with your business on a long-term basis.

2 - Construction of a competitive and attractive apprenticeship offer

To attract the best profiles for your work-study offer, it is crucial to show them the advantages of joining your company. This requires a clear display of the benefits offered, the career opportunities available and the level of professionalization offered by your support program. One Job offer catchphrase well-formulated can make all the difference by attracting the attention of candidates from the very first contact.

2.1 - Development of distinctive advantages

Considered as fully-fledged employees, work-study students enjoy the same rights and must therefore receive attractive remuneration that respects the legal minimum and is proportionate to their qualification. Going further by offering additional benefits is a plus. This can include bonuses, meal vouchers, gift vouchers, mutual coverage, access to the works council, and more. It is important to highlight these assets in your offer to stand out and strengthen the loyalty of your apprentices.

2.2 - Clarification of career prospects

Many work-study students hope for post-contract employment. It is therefore essential to demonstrate your commitment to their professional development by highlighting the chances of evolution within your company.

In your offer, cite the percentage of permanent contract conversion, the success stories of your employees promoted after an apprenticeship, the training courses offered internally, as well as the opportunities for professional mobility. This information will help convince candidates of the strength of your business and your interest in their career.

2.3 - Communication on the support and support offered

Support is essential for apprentices. Let them know that you are setting up a system of experienced and knowledgeable mentors who will be there to guide and advise them. Also explain how you monitor their progress, how to collaborate with training centers and assess their skills at each stage of their mission. These details will provide candidates with assurance about the quality of your work-study program and your investment in their professional success.

3 - Strategic use of digital technology to reach candidates

Adopting a digital approach is crucial for the success of your work-study campaign. THEe-recruitment, by exploiting the potential of digital technology, allows you to effectively reach candidates wherever they are. Digital technology provides you with a variety of recruitment channels, offering you the opportunity to precisely target profiles that meet your requirements and to encourage them to apply for your work-study offer.

3.1 - Optimization of online recruitment channels

Online recruitment tools, including job boards such as Indeed, specialized sites, professional social networks such as LinkedIn and your career site, are essential vectors for the dissemination of your offer and the collection of applications. Make sure that the announcement of your apprenticeship offer is optimized with a specific start date and that it is visible on the most relevant channels for your target audience.

3.2 - Creation of targeted and engaging content

Content is a fundamental pillar ofInbound Recruiting, because it conveys the image of your company as well as its values and culture to potential candidates. To captivate and maintain their interest, vary the formats: articles, podcasts, webinars, employee stories, and infographics. Creating engaging content starts with a precise definition of the candidate persona.

This crucial step allows you to adapt your message to specifically meet their expectations and interests, aligning your content strategy with the attraction and conversion techniques specific to inbound recruiting. Adopt a tone and style that is consistent with your brand identity, which will elicit emotion and interaction, and encourage candidates to be more engaged with your job offer.

4 - Creation of partnerships with training institutions

The quality of the recruitment of apprentices is also improving by establishing partnerships with training institutions. By forging links with schools, universities, apprenticeship training centers (CFA) or private organizations, you can draw on a Candidate pool qualified, take advantage of their educational expertise and join their professional network.

Are you wondering how to build these partnerships? Here are two effective strategies.

4.1 - Collaboration with schools for presentations and workshops

Initiating partnerships with training institutes can start with your participation in their presentation and animation events. For example, speak at conferences, forums, exhibitions or open days to promote your company, the careers offered, your work-study offers and share inspiring stories of successful professionalization.

Also offer practical workshops, interview scenarios, visits to your company or challenges. These initiatives allow students to immerse themselves in your corporate culture, to discover your projects and values, thus strengthening your employer brand, capturing the interest of candidates and establishing direct contact with them.

4.2 - Establishment of pre-selection programs

Another method of forging partnerships with training institutions is to develop programs for pre-selection of candidates. Work with schools to set recruitment criteria, organize the application process, and define selection tests. By entrusting the pre-selection of candidates best suited to your needs, you optimize the recruitment process.

This approach saves time, limits expenses and secures your recruitments, acting as a tool for predictive recruitment that increases the likelihood of finding the candidates who are most suited to your culture and organizational needs.

5 - Implementation of an innovative and inclusive selection process

To optimize your work-study campaign, it is essential to set up an innovative and inclusive selection process, which is crucial for determining the future members of your team and influencing the success of the company. This process, developed in collaboration with the human resources manager, must value the skills and potential of candidates while ensuring diversity and equity.

5.1 - The Yuzu Solution

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With Yuzu, talents are immersed in scenarios developed with the latest technologies of the Video game.

The evaluations, on the other hand, are accessible to all profiles thanks to simplified orders and cloud technologies (all you need is a computer and an internet connection to be evaluated).

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The advantages of our solution:

• One candidate experience exceptional to boost your employer brand ;
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5.2 - Constructive feedback for unsuccessful candidates

At the end of the selection process, offering constructive feedback to unsuccessful candidates is essential. This feedback should be personalized, sincere, and caring, highlighting the reasons for the decision, strengths and weaknesses, and suggestions for improvement. Thank the candidate for his interest, wish him success in his future endeavors, and offer to keep in touch with the company.

This approach values each candidate, offers ways to progress, and contributes to maintaining a positive image of your company, potentially encouraging them to be reconsidered for opportunities to internal recruitment in the future.

To remember

It is clear that work-study represents an exceptional opportunity for companies that want to recruit new talent, train them and keep them within their organization. For your campaign to be successful, it is essential to respect the five fundamental steps mentioned above.

By following these recommendations, you are giving yourself every chance of running a successful and effective work-study campaign that will attract and count on the most qualified candidates for your business.