As a corporate relations manager, your mission is at the heart of the system: create lasting bridges between learners and the professional world. You are often the first entry point for any company interested - or simply curious - in apprenticeship.

But even with a well-established speech, it is not always easy to convince a company to enter into a “work-study company” approach : lack of time, fear of administrative complexity, fear of a drop in productivity... objections are numerous, but they are rarely insurmountable.

In this article you will find:

• The most frequent objections on the business side,
• Of Typical answers and formulations that you can adapt,
• The benefits to highlight (employer brand, recruitment, costs, CSR...),
• Of Variants of speech by company size (VSEs, SMEs, major accounts),
• and how a tool like Grimp can strengthen your case without ever replacing you, but on the contrary by valuing your role.

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Classic objections... and how to answer them ✅

Objection 1: “We don't have time to take care of an apprentice” ⏰

This is probably the most common objection.

What the company thinks:

A work-study student is training time, daily support, exchanges with the CFA or the school, tasks to be explained... in short, an additional burden.

Possible answer:

“Precisely, work-study training is an investment of time at the beginning, but which then allows you to gain autonomy on missions that you cannot always internalize today. We help you structure the reception of the apprentice so that the time spent is useful, planned and profitable.”

You can also reassure yourself about the pace:

“We work together beforehand to frame the missions and the schedule. You are never alone in this approach: we remain your dedicated contact person, and we can also offer you profiles that are already aware of your job to limit the time it takes to develop skills.”

👉 Read also: Internship vs Apprenticeship: A complete guide for recruiters in 2025

With Grimp you can prepare a real match in advance between the needs of the company and the profiles of the learners. This allows you to say, very concretely:

“We do not offer you 15 resumes at random: we have identified 3 profiles that correspond precisely to your missions and your environment.”

In this way you demonstrate that you are not creating volume, but effective tailor-made, which reassures you about the time to invest.

Objection 2: “Alternating, administratively, is too complicated” 📑

What the company thinks:

Apprenticeship contract, grants, OPCO, agreements, signatures, declarations... A “gas factory”.

Possible answer:

“The good news is that you don't have to be an expert. Our role is precisely to support you with the administrative procedures: we guide you on the aid, the necessary documents and the key steps.”

You can specify:

“We are used to setting up these cases with other companies. We can provide you with a clear step-by-step framework and remain available to answer your questions at any time.”

Grimp can become your tracking support of businesses and administrative steps:

• you know where each company is in the process,
• you can restart at the right time,
• you avoid oversights.

It reinforces your credibility when you say:

“We have a structured follow-up of all the steps, you will never be lost in the process.”

The tool renders visible your support, without replacing it.

Objection 3: “An apprentice is not productive at the beginning” 📉👨 ‍ 🎓

What the company thinks:

We will have to go back to their tasks, check, correct. You might as well hire a fixed-term contract directly.

Possible answer:

“It's true that an apprentice is not immediately autonomous, like an experienced fixed-term contract. On the other hand, work-study allows you to train a person in your methods and culture, and to test the collaboration over a longer period of time, with a view to possible recruitment.”

You can add reassuring elements:

“We make sure that the apprentice already has an adapted skills base. In addition, the rhythm of work-study makes it possible to consolidate what he learns at school by applying it immediately at home.”

👉 Read also; Attracting young people: retaining the new generation

Thanks to assisted matching, Grimp allows you to select and present profiles to companies:

• whose skills correspond precisely to the missions,
• whose expectations and the project are in line with the position,
• who have already validated certain prerequisites (software, level, mobility, etc.).

So you can say:

“We only offer you profiles for which we have verified the key skills, using our monitoring and matching tool.”

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Highlight the benefits of becoming a “work-study company” 🌱🏢

To convince, it is not enough to respond to objections: it is also necessary valorize the concrete advantages that a company takes away by welcoming a work-study student.

Employer brand and attractiveness ✨

Welcoming apprentices means sending a clear message:

• The company invests in training,
• It is open to transmission and learning,
• She participates in theterritorial anchoring (especially if your organization is local or regional)

Possible formulation:

“By welcoming a work-study student, you reinforce your image as an employer who invests in young people and in the region. This is a very positive signal, both for your future candidates and for your current employees.”

Secure recruitment 🔍🤝

Alternation is a Springboard to hiring.

“Apprenticeship is an excellent way to secure your recruitments: you have time to test collaboration, to train the apprentice in the way you work, and then to calmly decide on a job.”

Many companies that have already welcomed an apprentice are renewing them on a permanent or fixed-term contract. Do not hesitate to rely on your own figures if you have any (conversion rate alternation → employment).

Costs and financial assistance 💶

Without going into legal details (which change), you can recall:

“Apprenticeship schemes are generally more financially advantageous than traditional recruitment, thanks to the levels of remuneration and the possible assistance. We can guide you to the right contacts (OPCO, etc.) and provide you with a first level of reading.”

The idea is not to promise mountains and wonders, but to Defuse the fear of cost.

👉 Read also: Salary negotiation: on the recruiting side

CSR impact and societal commitment 🌍

Welcoming apprentices contributes to:

• the integration of young people,
• the increase in skills of retraining audiences,
• the fight against unemployment or precariousness.

Possible formulation:

“By becoming a work-study company, you contribute directly to the professional integration of young people (or adults in retraining). It is a concrete lever for your CSR policy, which is highly valued internally and externally.”

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Adapt your speech according to the size of the company 🎯

Your arguments will not be the same for a TPE, a SMES Or a large group.

TPE: reassure and simplify 🧩

For a small business, the main challenges are often:

👉 time, mental load, versatility.

To highlight:

• help with the procedures,
• The fact of Relieve the manager or the team on certain tasks,
• the possibility of structuring future recruitment.

Possible formulation:

“An apprenticeship can relieve you of tasks that you no longer have time to do, without you having to immediately go through full-time recruitment. We support you to make it simple and fluid for you.”

SMEs: structuring needs and building loyalty 🏗️

For an SME, the challenges:

👉 growth, team structuring, talent retention.

To highlight:

• The constitution of a talent pool,
• the possibility of Develop a work-study student on several missions,
• monitoring and management over time.

Possible formulation:

“Apprenticeship can help you to professionalize certain functions, while building a pool of future employees already trained in your culture.”

Major accounts: volumes, image and CSR 🏢📊

For a large group, we are talking about:

👉 global HR policy, employer brand, CSR, recruitment volumes.

To highlight:

• the ability to provide cohorts of learners on identified trades,
• the contribution to the goals of diversity, inclusion, CSR,
• The Reportings possible on investments.

Possible formulation:

“We can support you in the construction of a work-study company policy at the level of several sites, with monitoring indicators on promotions, recruitments and satisfaction.”

Offer turnkey support 🧭

At the end of the day, what businesses are looking for is a trusted partner. That's where your role — and your tools — make all the difference.

You can position your organization (and yourself) as a single point of contact Who:

1. Understands the needs of the company (missions, profiles sought, expected level).
2. Selects and proposes relevant candidates, thanks to structured matching.
3. Support in administrative procedures.
4. Ensures follow-up during the work-study period (regular contact, balance sheets, adjustments).

Possible formulation:

“We don't just send you resumes. We support you from start to finish: defining needs, selecting profiles, administrative formalities, and monitoring the apprentice during the term of the contract.”

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In summary: your value, amplified by the tool 🚀

To convince more businesses to become”apprenticeship company”, you can:

• Understand and anticipate objections (time, administrative, productivity),
• Respond with concrete arguments and reassuring,
• Highlighting the benefits : employer brand, secure recruitment, costs, CSR, territory,
• Adapt your speech depending on the size and maturity of the company,
• Offer turnkey support which shows that the company is never alone in the process.

And in all of this, Grimp is not an alternative to your work: it is a lever.

It gives you the means to:

• get to know your business portfolio better,
• better value your learners,
• better structure your action,
• and so... to open up more work-study opportunities, with more serenity. ✨

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