Économie et Statistique n° 471 - 2014 Professional mobility of apprentices - Low-cost housing: monetary advantage and impact on housing conditions - The impact of participation in competitiveness clusters on SMEs and intermediate enterprises - Quantile regression in practice
Professional mobility of apprentices and wage effects. Findings of the Generation 2004 survey
We analyse the mobility of apprentices at the end of their training contract. An apprenticeship is a particular form of fixed-term labour contract whereby at the end of the contract the apprentice may be hired or not by the company that has trained them. Our first objective was to identify the forms and determinants of apprentice mobility. It is the result both of the selection mechanisms at work in the labour market and of more active job-seeking behaviours among apprentices aiming to achieve better-quality matches with enterprises. The second objective was to estimate the effects of this mobility on the wages of apprentices. In the short term, our estimates show that wage levels when mobile apprentices are hired are not significantly different from those of immobile apprentices. However, the wage determinants are not always identical for the two populations. Over the medium term, the wage gaps grow to the benefit of apprentices that have been hired by the company in which they were trained. When the analysis is refined, we see that cases of deferred mobility, i.e. apprentices taken on at the end of the training period but who then change company after a few months, are those that enjoy the largest pay rises. Mobility is therefore most beneficial to apprentices who were first taken on by their training managers.