All you need to know about hiring an intern

The importance of an internship contract when recruiting an intern

Internships offer students enrolled in an educational program an ideal framework for continuing their training. They enable them to deepen their knowledge, familiarize themselves with the professional world and enhance their employability. The practice is governed by strict, binding regulations.

To recruit an intern as a micro-entrepreneur, auto-entrepreneur or entrepreneur, you need to draw up an agreement. This functions like a contract, helping to define the context of the collaboration between the student, the host structure and the establishment of origin. It's a binding document that facilitates the training process. It is binding on all parties involved:

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

The internship agreement must contain certain mandatory information. It must include the full title of the course or training program followed by the student. The contract must clearly specify the tasks and missions that will be entrusted to the student. It must also state the duration of the apprenticeship (start and end dates) and the number of hours per week the student must be present at the placement.

The recruiting company must also mention any training courses taken, as well as suspension, termination and validation procedures (in the event of interruption). All this information makes it possible to define a precise framework to guarantee the smooth running of the collaboration.

Rules governing internship agreements

The internship agreement must specify the salary, any benefits offered by the employer and the social protection system in the event of an accident, as well as any financial benefits.

Although trainees may be paid a bonus under certain conditions, this does not necessarily mean that they are paid a salary. The company is not obliged to pay for on-the-job training lasting less than two months.

If your internship lasts longer than two months and involves 7 hours' work per day, you must pay the student. The minimum wage to be paid to an intern this year is set at 4.05 euros per hour worked. This corresponds to 15% of the Social Security ceiling.

Whether or not the two-month internship is continuous, you must pay the student a monthly bonus. If the internship lasts less than two months, remuneration is optional and depends on an agreement between the student and the host company.

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

The law precisely defines the number of internship students that companies can accept. If your company employs fewer than 20 people, you can accept a maximum of three students at any one time. For structures with more than 20 employees, the law specifies that the number of trainees with a current contract in the same week can reach 15% of the workforce.

Each tutor supervises a maximum of three students over the same period. The maximum duration of the internship is set at 6 months per establishment and teaching year. This corresponds to 924 hours of actual presence in the host organization. For a day to be counted, the trainee must be present for 7 hours, consecutively or not.

Pitfalls to avoid when recruiting an intern

If you're planning to recruit interns, there are a few key points to bear in mind to ensure that you comply with current standards. In addition to the internship agreement, take into consideration certain prohibitions. The recruitment of an intern must not be part of a substitution logic. In other words, you cannot hire a student to replace an employee who is absent or no longer working for your company.

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

Similarly, you are not allowed to take on a trainee for seasonal employment. The student's safety must come first. To this end, you must not entrust them with dangerous tasks that they do not have the skills to handle effectively. Make sure you choose a candidate who is rigorously enrolled in a course of study.

Failure to comply with the rules governing on-the-job training can result in financial penalties. A fine of 2,000 euros is imposed for each trainee concerned. This sum doubles if you break the rules again in the following year.

The main steps to follow when recruiting an intern

There are a number of key stages in the recruitment of trainees, which you need to follow if you are to succeed. Choosing the right candidate has significant benefits for your company's development. You'll be able to find talented individuals who will reinforce your staff once they've completed their training. A solid recruitment strategy will enable you to optimize your employer brand.

Develop a solid project and define a trainee profile. This involves defining the tasks to be carried out and the position concerned. Write and publish an attractive advertisement on job search platforms, internship websites, social networks or your marketing channels.

Then read through the CVs and select the students who fit in with the tasks, training and job you've defined. Organize an interview to find students who match your requirements. Ask the right questions to identify the ideal candidate. Prepare to welcome them to your company, and put them in the right conditions to facilitate their training.