In the regional context described above, where “the Reunion economy does not create enough jobs to absorb annual labour market inflows, there is a pressing need to accompany young people to other labour markets” (ESF 2014-2020 OP). Dual training in metropolitan France is a privileged path to vocational integration and higher qualification levels for Reunion jobseekers. There are two types of alternating contract: * The apprenticeship contract is a written employment contract of limited duration (CDD) or of indefinite duration (CDI) between an employee and an employer (private or public law). It allows the apprentice to undergo work-based training under the responsibility of an apprentice master and an apprentice training centre (CFA) for a period of one to three years. In the general case, the apprentice must be between the ages of 16 and 25 (included). The objective is to obtain a qualification attested by a diploma or a professional qualification registered in the National Register of Professional Qualifications (RNCP). * The professionalisation contract is an alternating employment contract between an employer in the private sector and an employee. It is aimed at jobseekers without age restriction. The objective is to obtain a qualification (diploma or title) registered in the RNCP (Repertoire National des Certifications Professionnelles), recognised in the classifications of a national industrial collective agreement, or giving entitlement to a certificate of professional qualification (CQP). In both types of alternance contract, remuneration depends on both age and the level of qualification at the alternation (below or equal to the baccalaureate). In addition, the apprenticeship contract is distinguished by the absence of employee share contributions. The professionalisation contract includes, like other employment contracts, both employer contributions and wage contributions. The intervention of the CNARM takes place throughout the applicant’s project. This ranges from connecting candidates with employers looking for apprentices or employees in professionalisation, to the logistics of departure for the place of destination, and then accompanying in the training, in particular by a monthly allowance (function of his attendance) to supplement the alternator’s salary, allowing him to reach 95 % of the net smic. Some candidates leave through CNARM in DEEP, to prospect directly in metropolitan France, companies likely to hire them alternately. The stages of this occupational mobility through alternation are as follows: Step 1: reception of the public, information on devices, verification of eligibility Step 2: editing the administrative file of the project Step 3: assessment of the candidate by a level test, and the PAPI personality test Step 4: pre-validation of the mobility project through the return of the results to the candidate, and the analysis of his/her professional and life project through mobility Step 5: preparation for insertion by training modules: know-being module, change of geographical and social environment, job search module, definitive housing search module Step 6: validation of the alternating mobility project and departure: reservation of ticket, temporary accommodation, payment of assistance Step 7: welcome on arrival in metropolis and transfer to accommodation locations Step 8: for candidates from the Meeting in prospecting, active help in the search for a host company for alternation, through the prospecting of companies and the sending of offers, the organisation of job dating, the visit to recruitment fairs Step 9: accompaniment towards accommodation and alternating employment, through regular interviews to guide the candidate in his/her steps Step 10: follow-up in alternating employment, with a regular point with the training centre, the employer and the applicant