Recruiting an intern requires a bit of organization and knowing where to look, so the process doesn’t become a chore. Private sector employers must comply with strict regulations regarding internships. Where to look, when, how… We deliver 10 key pieces of information to help you recruit tomorrow’s talent for your company.

Why Hire an Intern?

Recruiting an intern is a meaningful HR decision. It serves three main purposes:

• Introducing the corporate world. The role of an internship supervisor is crucial here — guiding future generations, offering a positive image of the workplace, and inspiring them to thrive in it. Internships help students gain professional skills relevant to their education. Unlike regular hiring, taking on an intern adds a strong element of responsibility for the company.
• Securing future hires.
• Turning interns into true brand ambassadors.
• Integrating an intern into your team offers significant advantages — which means you shouldn’t hire just anyone.

Good to know: The general legal framework for internships, including the employer’s obligations regarding internship agreements and compensation, is covered under Articles L124-1 to L124-24 and D124-1 to D124-13 of the French Education Code.

What Are the Conditions for Hiring an Intern?

An internship must be part of an educational program with at least 200 hours of instruction per academic year, including a minimum of 50 hours of in-person classes.

Internships cannot be used to:

• Replace an absent or terminated employee.
• Carry out regular tasks tied to a permanent position.
• Address temporary spikes in activity.
• Fill a seasonal role.

Note: Internships outside an academic program are not allowed.

Where to Find an Intern?

Universities and schools are the best sources of students looking for internships to complete their studies. Reach out to institutions in your region for ideal candidates.

At EDC Paris Business School, hundreds of students from various countries train for careers in business and management every year. Don’t hesitate to post your internship offers on the school’s intranet to boost visibility.

The EDC Paris Business School Corporate Relations Department regularly hosts recruitment events, giving companies the chance to connect directly with students looking for internships.

You can also post your offers on generalist job boards (e.g. RégionJob or Welcome to the Jungle) and professional social networks (e.g. LinkedIn).

Who to Contact to Find an Intern?

If you urgently need an intern and haven’t found one yet, contact the Corporate Relations Departments of universities or schools — they can assist in your search.

When to Recruit an Intern?

Some times of year are better than others. Internships typically occur at the end of a term, semester, or academic year. Ideally, post your internship offer three months before the desired start date.

How to Write an Appealing Internship Offer

A good internship posting serves two purposes:

Saves the company time by attracting qualified applicants.

Helps students feel secure about applying, knowing the job is clearly described.

• A well-crafted internship offer should include:
• A short, catchy title.
• An opening hook.
• A section introducing the company.
• A section outlining the missions.
• A list of required skills and qualities.
• A section describing internship conditions: duration, stipend, benefits.
• The internship location.

Keep in mind that you’re addressing students — avoid over-complicated jargon. The layout and tone of your offer reflect your company’s identity.

Want to modernize your approach? Try creating a video internship offer — it might help you attract tomorrow’s best talent.

Is an Internship Agreement Required?

Yes. An internship agreement is mandatory and must be signed by:

• The intern
• The host company
• The academic institution
• The academic supervisor
• The internship tutor in the company

This agreement is the intern's equivalent of an employment contract. It must specify:

• Purpose of the internship: skills to acquire
• Duration and start/end dates
• Assigned tasks
• Name of the academic program and its instructional hours
• Name of the academic supervisor
• Name of the internship tutor
• Rules for authorized absences
• Stipend rate and payment terms

Benefits: meal vouchers, transportation reimbursement, gym access, etc.

Intern's social protection coverage
 

Are Employers Subject to Legal Hiring Obligations?

Interns are not considered employees and retain student status. So, no preliminary hiring declaration (DPAE) is required.

However, employers must record the intern’s name in a specific section of the company's staff register, in order of arrival.

At the end of the internship, the company must issue an internship certificate specifying the duration and total stipend paid.

Note: You must observe a waiting period between two internships. This period must equal one-third of the previous internship’s duration.

What Is the Maximum Internship Duration?

The maximum internship duration is 6 months per academic year.

The legal calculation is based on actual presence:

• 7 hours (consecutive or not) = 1 day
• 22 days = 1 month
• 924 hours = 6 months

 How Are Interns Paid?

Interns receive a stipend, which is mandatory if the internship lasts more than 2 consecutive months during the same academic year.

For internships shorter than 2 months, it is optional.

The minimum stipend is €3.90 per hour of actual presence and is paid at the end of each completed month.