Isn't it too early to be thinking whether we need summer interns or not? After all, the summer is still a few months away! And why do we need to decide in advance anyway? Can't we just do it when the need arises? I'm sure we will be able to find the kind of person we want in no time. After all, they are all just interns- only here for the summer, or part of it.  

This scenario is not uncommon in companies in the Middle East. But, thankfully, the number of companies who still view summer interns with an indifference has gone down considerably, as more and more companies have come to realize the importance of these not-so-temporary workers. 
 

Some companies tend to think of summer interns, or "trainees" as they are more commonly called, when they come across an odd job that needs doing and doesn't fit in anyone's job description, or tight schedule. Finding someone to do it for a few months is usually better than it not being done at all. Sometimes interns are sought to join the company when a newly introduced project needs some extra manpower.

Then, the rush is to find someone ASAP, find a desk for them to sit at, and beg someone to allow them to share their computer when they don't need it. Then, it's on to HR to convince them that we have to pay this person something, no matter how small a sum it may be. 
 

Luckily more companies are moving away from this haphazard notion of interns and a company's need for them to a more structured approach that multiplies the benefits of taking on interns, both short-term and long-term. 
 

First, let's look at the benefits of taking on interns in the first place. At face value, they may only be good for filling in that particular administration job, while the secretary is on summer vacation, or are useful for that new project that's about to take off and will last for a month or two. But on the long run, their benefits are far more valuable. If chosen carefully, interns are a prime resource for future full-time employees.

How else would you get the chance to hire someone on a no-commitment basis, get them familiar with the company and the job, get the work done, try them out, and decide whether or not you want to keep them on for good at a later stage? 
 

In light of the above point, I think it becomes obvious why the decision to take on an intern(s) should be an informed one, and will need some planning, to ensure the execution is professional, and the rewards are positive. This is the best time of year to decide whether you need summer interns or not.

Most students plan their summer early - whether they will work, travel or study, so you want to make sure that you're part of their plan. And, as the awareness of the importance and use of summer interns catches up with most of the companies, all the good candidates are lined up in advance, so you want to make sure you have a fair chance. 
 

Once you've decided that you want to take on summer interns, you will need to clearly outline what those interns will be doing, and how many of them you will need, and who they will be working with. And always keep in mind that the more organized the process and program are, the more the benefits you will reap.

A satisfied intern is a perfect PR tool, and the best spokesperson to other potential top notch candidates. On the other hand, an intern that is subjected to no job description or clear-cut expectations, haphazard assigning of tasks, and an uninterested supervisor/mentor, can, unintentionally, do a lot of harm to a company's image. 
 

If you take the above points into consideration the summer will be quite a beneficial one for all parties concerned, and the start of a mutually beneficial partnership.