It’s OCI season, and law firms are already scrambling to recruit the next batch of summer associates. But it’s imperative to remember that your potential summer associates carry risk, too — and a Zoom interview and a quick resume review don’t provide enough intel.

Consider these real examples:

• One New York summer associate reportedly uploaded videos about her work with the firm onto YouTube, including footage of parties at partners’ homes.
• One AmLaw 100 firm terminated a summer associate after learning he was previously convicted of a sex offense.
• Another AmLaw 100 firm generated headlines — and significant social media chatter — after it rescinded an employment offer for a former summer associate who made inflammatory remarks about Hamas’ terrorist attack on Israel. (The firm’s LinkedIn statement drew more than 4,300 reactions; by contrast, a recent post about its summer program drew 108.)

Liability aside, the decision on whether to offer a summer associate position is one that requires more careful consideration. According to NALP, 89 percent of last year’s summer associates accepted jobs at their respective firms; these are not one-off interns, but your colleagues (and fiduciaries!) of tomorrow.

Moreover, even those who do not receive formal offers can be inextricably linked to your firm through LinkedIn (or worse, in the event of negative news coverage).

How can you avoid a bad summer surprise?

Take a data-driven approach, and incorporate due diligence into your recruiting process.

The right due diligence for summer associates should be:

• Fast: You’re competing with other law firms for the best talent, and you need to be able to make quick decisions. You need reliable intel within 24 to 48 hours.
• Relevant: To be sure, law students do not have decades’ worth of representations to review. Instead, the screening should focus on the aspects that matter most to this demographic: social media, online profiles and personal networks. (If a summer associate in a satellite office is a TikTok influencer or somehow related to the CEO of your largest client, you need to know early.)
• Clear: Recruiting typically involves a committee of timekeepers who do not have the time or interest in reading a lengthy dossier. You need a report that is actionable and easily digestible.
• Cost-Effective: Screening for summer associates should have a practical price tag. Again, these individuals do not have decades of history to review; while screening provides significant value and peace of mind, it should not bust the recruiting budget.