Another school year is coming to a close, summer is just a few weeks away and hundreds of thousands of students who have been vying for coveted summer internships will soon begin their work. For the students, these internships can be invaluable learning opportunities and are often necessary stepping-stones for their career paths or higher education.

For employers, internships offer a strategic way to interact with a new generation of leaders and begin molding them into professionals, making contacts, and sizing up potential future employees.

While these exchanges are by and large positive ones, there is always some risk involved when bringing new and unfamiliar people into any work environment. Normally, conducting background checks on incoming employees minimizes hiring risks. However, in the case of summer interns (most of which are part time and unpaid) should companies invest in background checks and other screening resources?

In short, the answer to that question is: “it depends;” and for various reasons. For instance, if the intern will be handling sensitive information, valuable company assets, cash or working directly with children, a background check is certainly in order.

An example from the Seattle Times, describing how a 17 year old intern at Tacoma Public Utilities was able to steal about $90,000 worth of equipment in six months with the help of two accomplices, shows how even teenage interns can exploit their position.

If the intern is mainly hired to shadow other employees and is not directly responsible for assets, children, etc. some companies will choose to forego a background check. Instead, managers use careful supervision.

Nonetheless it is recommended that every employer keep the safety and wellbeing of their employees and customers in the forefront of their decision-making process at all times. Properly conducted background checks can never hurt the organization, even if conducted on a temporary position.