The way companies look at interns has changed. Once considered little more than free labor, they’re now seen as integral, potential future employers willing to work hard for no money to gain invaluable experience. While it’s never a given that an internship will lead to future employment, a successful period does look excellent when a job opening comes up.
However, before employers even get to that point, there’s the background check conundrum. Performing checks on unpaid, temporary staff might seem unnecessary straight out of the gate. But as companies become more security-conscious and liability-aware, it’s worth considering whether your organization should implement the same screening processes for interns that you do for full-time employees.
What Are the Risks Involved in Hiring Unvetted Interns?
Just because interns are often short-term or entry-level doesn’t mean they won’t have access to sensitive information or be placed in positions of trust. Interns, especially those well-thought-of, might operate in much the same way as a full-time employee, meaning that it makes sense that they should face the same level of scrutiny.
Like regular employees, the vast majority of interns pose absolutely no threat to a company, but there will always be those few who do. This is where vetting becomes crucial. If you skip the screening process, you could hire someone with a criminal history or questionable background that puts your workplace, employees, and reputation at risk.
Another point to consider is the level of accountability that comes with vetting. When an intern is carefully screened and passed, it shows them they have reached the company’s inner sanctum, which not everybody makes it to. It provides a level of trust and accountability that translates directly to the intern’s actions.
Without this, they may feel like their role doesn’t require the same level of responsibility as a permanent position, which could lead to poor work ethic, dishonesty, or even fraud.
Why Should You Carry Out Intern Background Checks?
Security
If interns are working with sensitive information, either internally or with client data, you should ensure that the information goes into the right hands. A thorough background check will reveal potential red flags that companies should look to avoid.
Minimize Workplace Risk
It’s not just about security; it’s also about safety. Employees want to feel secure when they go to work, and safety in the workplace has become a major focus for every company. Without a background check, you risk bringing in someone who might have a history of violence, harassment, or misconduct.
Whether that person is an intern or a full-time employee doesn’t matter—they pose a risk.
Internships Often Lead to Paid Positions
As mentioned earlier, internships often lead to full-time positions, meaning a comprehensive background check will be needed at some point—or at least it should be. Conducting the background check early ticks that particular box and allows companies to move forward with employment quickly.
Protect Your Company’s Reputation
Whether it’s a CEO or an intern, a bad hire can have serious negative knock-on effects for a company. If an intern engages in unethical behavior or criminal activity while working at your company, it can reflect poorly on your organization.
Customers don’t necessarily care who committed the misdeed; they’ll simply remember that that particular company can’t be trusted.
Avoid Costly Legal Issues
When things go wrong within a company, be it data breaches, harassment, bullying, or theft, the legal ramifications and costs can be bruising. Companies can easily be liable for negligent hiring if they fail to perform the necessary due diligence – even if it concerns an intern.
5 Tips for Conducting Intern Background Checks
Tailor the Check to the Position
Not everybody requires the same level of scrutiny, and companies should carefully assess what role an intern might play. If they’re going to be handling sensitive information or customer data, it makes sense to run a thorough background check, but if they’re going to be primarily making coffee for the next month, maybe not.
Ensure Compliance with FCRA
The Fair Credit Reporting Act (FCRA) doesn’t discriminate and applies to all background checks, including those for interns. This means that written consent is imperative before any checks are done, as it is the proper procedure if any adverse actions are taken.
Look for Red Flags in Relevant Areas
Most interns won’t have long, complicated employment histories to search through; instead, focus on where red flags might arise. Criminal background checks and educational verifications are good places to start. Ensure they’ve studied and achieved what they say they have and that there aren’t any criminal skeletons in their closets.
Conduct Drug Screening if Necessary
If your industry typically requires drug screenings, interns absolutely need to follow the same procedure. Failing to conduct a drug test is playing with fire for those operating machinery, handling sensitive data, or working in a high-risk environment.
Use a Reputable Background Check Provider
Like interns, not all background check services are as reputable as they should be. To ensure the best results, use a reputable background check service like ScoutLogic that conducts comprehensive checks in compliance with state and federal laws.
Frequently Asked Questions
Do Internships Show Up on Background Checks?
Yes. A past employer can verify an internship exactly as a full-time employee would, particularly if an intern has included this in their employment history.
Is an Internship Considered Employment History?
Usually, yes, but not always. This is a slightly gray area. Generally, paid internships will always show up on employment history, but unpaid positions might not – it all depends on how your internship was framed and what records were kept on you.
Final Thoughts
Background checks on interns might seem like a minor matter, but if they’re being treated as employers, it makes sense. As with full-time staff, the consequences of getting it wrong and bringing on a bad intern can be severe for companies. Intern background checks help you minimize risks, ensure workplace safety, and protect your company’s reputation, all while following best practices for hiring.
If you want to streamline the process while retaining unparalleled accuracy, consider working with a background check provider like ScoutLogic, which offers comprehensive screening services to meet your hiring needs. Remember, interns might come and go, but the impact of a negative one on your company might last years.
David Garcia, co-founder and CEO of Scout Logic, is an industry leader in the bulk background check world. With his strategic acumen and expertise in the HR sphere, specifically in hiring, recruiting, legal compliance, background checks, and resume screening, he’s an invaluable asset and consultant.
David's counsel extends across the boards of ScoutLogic, YipitData, and Supplier.io, drawing from his impactful stints on the boards of Infutor and Avetta. With an extensive 25-year journey, he champions unparalleled B2B commercial leadership within data & analytics, significantly shaping the HR landscape.
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