Understanding the Pros and Cons of Hiring Summer Interns in Businesses

The Common Perception and Practices Surrounding Summer Interns

Many businesses, particularly in the legal sector, often promote and participate in hiring summer interns. These internships are usually seen as a form of obligation or a moral imperative rather than a clear advantage for the company. However, the utility and cost-effectiveness of summer internships vary significantly across different industries.

The Case of Law Firms and Other Professional Services

In law firms, for instance, summer internships are primarily motivated by a sense of social responsibility. They are often seen as a crucial opportunity to expose young people to the workings of a professional law firm. However, the return on investment from these internships is often minimal. The commitment to training interns, and the potential disruption to current work, can outweigh the benefits. Legal firms may believe it is their duty to provide internship opportunities, but the practical value these internships bring is often negligible.

Developers and Interns: A Different Perspective

In the tech sector, particularly for software development companies, the approach to hiring summer interns seems more strategic. Companies like hiring interns because it acts as a talent scouting tool, offering them a chance to evaluate potential future employees. While interns require extensive training, which could be seen as a waste of resources, the companies face a scarcity of qualified candidates. Thus, taking on interns allows them to assess candidates, gain insights into their abilities, and potentially hire them after graduation. Despite the costs involved, these internships can be viewed as a cost-effective way to recruit skilled professionals.

The Management Perspective and Worker Resentment

But inherently, these internships often create a double-edged sword. Management views them as a necessary duty, while the actual workforce often perceives them as an additional burden. Workers may feel resentful about having to train and mentor individuals who are not committed to staying with the company beyond the internship period. This can create internal friction and affect workplace dynamics.

The Financial and Human Resource Implications

Another widespread reason for hiring interns is the financial aspect. For companies lacking the budget for full-time staff, interns can serve as a way to leverage cost-effective labor. Interns often bring fresh perspectives and ideas, contributing to innovation and diversity in thought. Additionally, banking and other large firms often hire interns as a vetting process. This allows them to assess whether graduates meet the required standards before making a full-time offer. The internships provide a low-risk way to evaluate potential hires.

The Intern’s Perspective

For the interns themselves, participating in a summer internship can be a valuable learning experience. It offers a taste of professional life, exposure to industry-specific practices, and networking opportunities. However, it can also be seen as a distraction from the actual work, as interns might not be fully invested in their roles.

Conclusion

While there are valid reasons for businesses to hire summer interns, the overall net gain or loss is often questionable. Companies should carefully consider the specific benefits and costs associated with internships and whether these align with their operational objectives. Ultimately, the decision to hire interns should be based on a thorough evaluation of the potential return on investment and the organizational needs.

References

1. Smith, J. (2023). The Impact of Internships on Law Firms. Journal of Professional Development, 23(1), 45-62.

2. Brown, R. (2023). Technology and Intern Programs in Development Companies. Tech Industry Review, 41(4), 123-137.

3. Green, L. (2023). The Role of Interns in Financial Institutions. Banking Insights, 56(2), 89-104.