All you need to know about hiring an intern

The importance of the internship agreement for recruiting an intern

Internships offer students enrolled in an educational program an ideal setting to continue their training. They allow them to deepen their knowledge, familiarize themselves with the professional world, and improve their employability. The practice is governed by strict and binding provisions.

To recruit an intern as a micro-entrepreneur, self-employed person, or entrepreneur, you must draw up an agreement. This agreement works like a contract that helps define the context of the collaboration between the student, the host structure, and the institution of origin. It is a mandatory document that facilitates the smooth running of the training. It commits the various parties involved:

• the trainee or his legal representative,
• The host organization for the internship,
• the school or institution of origin,
• the tutor who will supervise the trainees.

The internship agreement must contain certain mandatory information. You must include the full title of the course or training followed by the student. The contract must clearly specify the tasks and missions that will be entrusted to them. Similarly, the duration of the internship (start and end date) and the number of hours per week during which the student must be present at the internship location must be included.

The company that is recruiting must also mention the training courses taken, the methods of suspension, termination and validation (in the event of interruption). All of this information helps to define a precise framework to guarantee the smooth running of the collaboration.

Rules relating to internship agreements.

The internship agreement must mention the salary, the benefits that the employer offers and specify the social protection scheme in the event of a work accident, as well as the financial benefits.

Even if the trainee can receive a bonus under certain conditions, his recruitment does not necessarily give rise to the payment of a salary. The company is not required to pay for a work placement of less than two months.

If you're working with someone for more than two months with 7 hours of work per day, you have to pay the student. The minimum wage for trainees this year is set at 4.05 euros per hour worked. This corresponds to 15% of the Social Security ceiling.

Whether the two-month internship is carried out continuously or not, you must provide the student with a monthly allowance. If the internship lasts less than two months, remuneration will be optional and will depend on an agreement between the student and the host structure.

What the law says about the number of interns you can hire

The law precisely defines the number of students in internships that companies can host. If your company employs less than 20 employees, you can accept a maximum of three students at the same time. For a structure with more than 20 employees, the law specifies that the number of interns with a current contract in the same week can reach 15% of the workforce.

Each tutor supervises a maximum of three students during the same period. The maximum duration of the internship is set at 6 months per institution and academic year. This corresponds to 924 hours of actual presence in the host organization. For a day to be counted, the intern must be present for 7 consecutive or non-consecutive hours.

Pitfalls to avoid when recruiting an intern

If you're planning to organize a recruitment drive for interns, you need to consider a few key points to make sure you comply with the regulations. In addition to the internship agreement, take into account certain prohibitions. Recruiting an intern should not be a substitution strategy. In other words, you can't hire a student to replace an employee who is absent or no longer working for your company.

The employer cannot demand performance or permanent employment from the candidate. Seek advice from an expert who is familiar with the Labor Code and the Education Code. If you are facing a peak in activity, the ideal solution is to recruit a temporary worker with a fixed-term contract (CDD) to better manage this period. The law prohibits you from recruiting a trainee to play this role.

Similarly, you are not allowed to hire a trainee to perform seasonal work. The student's safety must come first. For this reason, you must not entrust him/her with dangerous tasks that he/she does not have the skills to manage effectively. Make sure you choose a candidate who is rigorously enrolled in a course of study.

If the rules governing work-based training are not applied, the employer is liable to financial penalties. A fine of 2,000 euros is applied per trainee concerned. This sum doubles if you break the rules again within the following year.

Key steps to follow when recruiting an intern

Recruiting interns involves several key steps that you need to follow to make it work. Picking the right candidate has some serious advantages for your company's growth. You could find talented people who will boost your staff after they finish their training. A solid recruitment strategy helps you boost your employer brand.

Develop a solid project and determine a trainee profile. This involves defining the tasks to be performed and the position concerned. Write and publish an attractive ad on job search platforms, internship offer sites, social networks or your marketing channels.

Then, have a look at the CVs and pick the students who match the assignments, training, and work you've set out. Arrange an interview to find the students that fit what you're offering. Ask the right questions to spot the perfect candidate. Get ready to welcome them to your company and set them up for success during their training.