Connect with us

Accounting

Hiring new graduates is essential … and risky

Published

on

How many of you have heard this accounting joke before: “How do you spot an extroverted accountant? They’re the ones who look at your shoes instead of their own.”

Many of our friends laugh at us when we say we are in the business of hiring accounting graduates. After all, how hard can it be to hire “nerds” who don’t want social interaction, they think? Many of the hiring managers we work with are looking for more than just math and technical skills for the accounting graduates they recruit. AI is increasingly handling the repetitive number crunching that junior staffers used to do. More and more firms are looking for candidates (including recent grads) to have well-defined people skills they can develop to build client relationships, bring in new business and become firm leaders. Firms also want candidates to have critical reasoning skills and not just be “robots” who follow processes and procedures blindly without questioning or interpretation.Here are some of the other gaps and deficiencies they tell us they’re seeing among new graduates they hire: 

  1. They have good college grades, but when they come onboard, they are slow learners.
  2. They rush to make decisions based exclusively on data. They don’t look at the big picture to see if the decision is sensible.
  3. They can’t prioritize when confronted with multiple assignments and deadlines.
  4. They are afraid to ask questions when they’re unsure about something. 
  5. They are so insecure that they ask superiors for confirmation every few minutes.
  6. They want seniority and responsibility without putting in the effort to earn it.

With a talent shortage likely to face our profession for the foreseeable future, recent college accounting graduates are the most likely source of new hires. But many firms are also looking at older “second career” candidates — say former teachers and administrators — to fill the talent pipeline. Second-career candidates tend to be more patient and mature than recent grads, and they’re better attuned to how a professional office culture works. But with no relevant college grades to consider, and a longer and more expensive training program needed to get them up to speed, it’s even more important to ensure second-career candidates have the aptitude for the position you’re trying to fill. Otherwise, it’s going to be a miserable road for both parties … and potentially very costly. Our data shows that a bad hire costs a firm around 100% of the employee salary, but more than that, it creates stress for owners and the team, lowers morale and compromises delivery of client work. 

How to identify the best candidates (or at least know the caliber of those hired)

It comes down to two important attributes:

  • Are they critical thinkers?
  • Do they have a working style that matches the role?  

If you can check off both boxes with confidence, there’s a high probability that the candidate will work out.

There are a variety of ways firms have traditionally tried to measure these attributes including assessment centers, group planning exercises and presentations. But the easiest and most accurate method is to use science-based pre-hire testing — specifically critical reasoning tests and personality profiles.

Critical reasoning tests

Ability tests, like our firm’s Critical Reasoning Test, can help determine how the candidate thinks (i.e., reasons) and whether or not they’re a quick learner. For instance, the reasoning test helps quantify the degree to which the candidate can:

  • Make sense of data and transform numbers into useful insights;
  • Understand complex information and separate fact from noise; and,
  • Adapt to new ideas and grasp concepts outside their experience. 

Strong scores in the areas above, combined with good college grades, mean you’re on track for a good hire who is numerically literate and will learn fast. The table below can help. It outlines key questions that your team wants to be sure of, what a critical reasoning ability test will uncover, and the risks you face if an issue goes undetected. For a deeper dive, see Why Would I Use A Critical Reasoning Test On A Graduate?

What Your Accounting Managers Want to Know What the Test Checks The Risk if Shortcomings Are Not Identified
1. Can they learn accounting concepts quickly? Can the candidate infer rules, spot patterns? Slow up-take, rework
2. Can they reason with numbers — under pressure? Quantitative logic, interpretation of unfamiliar charts and tables Slow responses, weak analytics
3. How do they handle ambiguity or incomplete data? Forming hypotheses, weighing competing explanations, deciding with partial information Escalations where unnecessary, analysis paralysis 
4. Can they prioritize when everything is urgent? Weighing evidence and consequences,  distinguishing signals from noise Slow output, micromanagement required

Source: Accountests 2025

Personality profiles

Different firms look for different attributes, but in this age of AI, we need our accountants to be better communicators. It’s the personal connection and empathy that clients are willing to pay for more so than number crunching and filling in boxes. That’s where the “Big Five” personality traits — openness to experience, conscientiousness, extraversion, agreeableness and neuroticism — come in. The traits, often known by the acronym OCEAN, describe an individual’s behavior, emotions and thinking patterns, and are often used to predict life outcomes like job performance and well-being. Here’s more about Big Five Personality Traits.

Three of the five profile areas can be especially useful for evaluating recent graduates: 

  1. Do they have a client service orientation? (Agreeableness)
  2. Do they have resilience and can cope with stress? (Neuroticism)
  3. Do they cope well with change, and will embrace new technologies like AI? (Openness)
What you want as an employer Big Five trait(s) to focus on Issue if score is too low Issue if score is too high
1. Service orientation Agreeableness (warmth/affiliation/ trusting) Detached.  Poor at building relationships, resistant to teamwork Over-accommodating, gullible, avoids tough conversations with clients
2. Resilience and stress tolerance Neuroticism  (emotional stability/calmness) Easily flustered/can burn out/takes criticism personally Too laid back, underestimates risk
3. Ability to cope with change and embrace technology Openness (change focused/intellectual confidence) Resistant/clings to old methods/avoids learning Chases shiny tools while ignoring risks, over-implementation

Source: Accountests 2025

There are so many more areas that a Big Five profile can identify — just think of leadership potential, suitability to work remotely, ability to manage multiple projects, ability to sell, possession of ethics and drive.

A good personality profile will help you identify a candidate’s preferred working style.  It doesn’t tell you how they will work, as people can work against their preferences.  If you see challenges in a profile, your task during the interview is to dig down and see if the candidate recognizes them and how to deal with them.

Why would you take chances hiring a candidate who will not match your expectations? Getting hiring right every time is critical to the success of your firm. Use all the tools available to ensure your team is the best it can be.

Continue Reading

Accounting

SEC’s Semiannual Reporting Proposal Faces Investor Pushback: What CFOs Need to Know

Published

on

U.S. Securities and Exchange Commission (SEC)

A proposal from the U.S. Securities and Exchange Commission to potentially shift some public companies away from quarterly financial reporting toward a semiannual model is drawing significant pushback from investors, even as it continues moving through the regulatory process. The debate has direct implications for corporate finance teams, auditors, and the broader transparency of U.S. capital markets.

What the SEC Proposed

According to a summary published by accounting advisory firm Cohen & Co., the SEC issued a proposed rule on May 19, 2026, aimed at simplifying financial reporting requirements for many U.S. public companies. The proposal would potentially reduce the frequency of certain mandatory disclosures from quarterly to semiannual, a structural change that has not been made to core U.S. reporting requirements in decades.

The proposal follows an extended debate within U.S. policy circles, with proponents arguing that reduced reporting frequency could lower compliance costs and free up management time for longer-term strategic planning rather than quarter-to-quarter results management.

Why Investors Are Pushing Back

Comment letters submitted in response to the proposal have been extensive, and according to Cohen & Co.’s review of the public record, investors “appear to be largely opposed” to the shift, viewing frequent interim reporting as a core benefit of U.S. capital markets relative to other jurisdictions.

Accounting and law firms have taken a more measured position, generally urging any changes to remain aligned with the Financial Accounting Standards Board (FASB), whose existing disclosure requirements and guidance are built around a quarterly reporting cadence. A shift to semiannual reporting without corresponding changes to FASB guidance could create friction between SEC filing requirements and GAAP-based disclosure expectations.

Lessons From the U.K. Experience

The debate is not without precedent. The United Kingdom moved away from mandatory quarterly reporting for listed companies in 2014, returning to a semiannual disclosure requirement. According to Cohen & Co.’s analysis, that experience offers a cautionary data point: there was no measurable increase in capital expenditure or R&D investment following the change, while analyst coverage of affected companies declined as reliable interim information became less available — a particular risk for smaller and newly public companies that rely on analyst coverage to maintain investor visibility.

Practical Implications for Finance Teams

Beyond the debate over disclosure philosophy, the proposal carries practical complications. Many companies have debt covenants and credit agreements structured around quarterly financial delivery; a shift to semiannual reporting could require renegotiating those terms. Reduced reporting frequency would also extend the “window of market silence” between disclosures, a factor that governance and investor-relations teams would need to manage carefully to avoid information asymmetry.

Separately, and unrelated to the reporting-frequency debate, the SEC and FASB have continued finalizing more routine updates this year. New Accounting Standards Updates are taking effect for December 31, 2026, fiscal year-ends covering income tax disclosures, credit loss measurement, induced debt conversions, and stock compensation, according to Eide Bailly’s review of 2026 ASU activity. Additional guidance on paid-in-kind dividends and environmental credits is also on the near-term horizon.

What to Watch Next

The semiannual reporting proposal remains in the comment and review phase, and no final rule has been adopted as of this writing. Finance leaders should monitor the SEC’s regulatory agenda for further movement, while treating the current quarterly reporting requirement as the operative standard until any final rule is issued and an effective date is set.

Given the extent of investor opposition documented in the comment file, a full shift to mandatory semiannual reporting appears more likely to result in either a scaled-back compromise or continued study rather than swift adoption — though the SEC’s ultimate direction remains uncertain.

 

Continue Reading

Accounting

AI-Driven Automation and Continuous Accounting Frameworks

Published

on

The accounting profession is undergoing a fundamental structural transition as enterprise finance departments shift from periodic month-end closes toward automated continuous accounting models. By integrating specialized machine learning algorithms directly into enterprise resource planning (ERP) platforms, chief accounting officers are transforming financial reporting from a retrospective exercise into a real-time operational asset.

The Shift from Periodic Close to Continuous Financial Reporting
Traditional accounting workflows heavily relied on manual data reconciliation, spreadsheet calculations, and multi-week closing cycles at the end of each fiscal period. In contrast, continuous accounting frameworks utilize automated software agents to process, validate, and post transactional data in real time as business activities occur.

Automated bank reconciliation tools cross-reference incoming bank feeds, invoice records, and purchase orders automatically. By resolving transactional variances instantly throughout the month, corporate accounting teams eliminate the traditional workload spikes associated with quarterly and annual closes.

Machine Learning in Audit Trails and Anomaly Detection
Advanced natural language processing (NLP) and machine learning tools are redefining internal audit and financial control environments. Automated systems analyze 100% of general ledger entries, identifying anomalous transactions, duplicate payments, and unauthorized journal entries in real time.

Rather than relying on random statistical sampling, corporate internal auditors can focus their attention on high-risk flags automatically surfaced by algorithmic monitoring platforms. This continuous risk assessment strengthens internal controls over financial reporting (ICFR) and significantly reduces fraud risk.

Evolving Roles for Accounting Professionals
As routine data entry and manual reconciliation tasks become fully automated, the skill set required for accounting professionals is shifting toward data analysis, system design, and strategic business advisory.
– Systems Governance: Accountants are increasingly responsible for monitoring algorithmic accuracy and managing data integration pipelines.
– Business Partnership: Finance professionals leverage real-time financial dashboards to advise operational leaders on margin management and working capital allocation.
– Regulatory Compliance Management: Accounting teams utilize automated platforms to ensure compliance with dynamic tax codes and international accounting standards.

Core Implementation Recommendations
1. Deploy Automated Reconciliation Tools: Integrate continuous transaction processing modules into existing enterprise ERP architectures.
2. Establish Algorithmic Governance Controls: Implement strict internal testing protocols to ensure automated accounting rules comply with GAAP/IFRS standards.
3. Reskill Accounting Teams: Invest in training finance staff on data analytics, workflow automation, and predictive financial modeling.

Continue Reading

Accounting

Global ESG Reporting Standards and Double Materiality Compliance

Published

on

Corporate accounting departments face expanding reporting expectations as international sustainability disclosure standards achieve regulatory enforcement across major global jurisdictions. Chief Accounting Officers (CAOs) and corporate controllers are establishing rigorous internal accounting controls to treat Environmental, Social, and Governance (ESG) metrics with the same data precision, auditability, and governance as traditional financial statements.

Regulatory Harmonization Under Global Sustainability Frameworks
The implementation of standardized sustainability reporting frameworks—notably rules established by international sustainability accounting boards—has created unified expectations for public and large private enterprises. Corporations must report standardized metrics covering greenhouse gas emissions (Scope 1, 2, and material Scope 3), energy utilization, workforce demographics, and supply chain governance.

In Europe and other participating international jurisdictions, double materiality principles are mandatory. Under double materiality, organizations must report both how external sustainability risks impact corporate financial performance, and how internal corporate operations affect surrounding environmental and social structures.

Integrating Sustainability Metrics into Core ERP Systems
To provide auditable non-financial data, enterprise organizations are integrating specialized carbon accounting and ESG management platforms directly into core ERP systems. Automated data collectors capture energy utility invoices, logistics fuel consumption metrics, and vendor compliance records in real time.

Establishing automated, traceable data pipelines ensures that non-financial reporting is supported by clear audit trails. This structured approach allows external financial auditors to provide reasonable assurance on sustainability disclosures during annual corporate reporting cycles.

Financial Impacts and Capital Market Disclosure
Accurate ESG reporting directly influences corporate cost of capital and institutional credit ratings. Commercial lenders and institutional asset managers systematically incorporate sustainability metrics into risk pricing models. Companies that demonstrate transparent, verifiable progress in operational energy efficiency and climate risk mitigation benefit from expanded access to green bond markets and lower debt pricing.

Action Steps for Accounting Leadership
1. Implement Double Materiality Frameworks: Conduct comprehensive assessments to identify material financial and operational sustainability metrics.
2. Build Auditable Non-Financial Data Pipelines: Automate ESG data collection within core accounting software to ensure data integrity.
3. Align Sustainability with Annual Financial Filings: Prepare non-financial disclosures concurrently with financial statements to satisfy regulatory audit expectations.

Continue Reading

Trending