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Misconceptions and mismatches: Dealing with the staff shortage

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Of all problems the tax and accounting profession faces, staffing seems the most persistent. Older and younger accountants alike are bailing, driven by a sometimes hard combination of perception and reality.

“The industry as a whole is not attractive to the younger population, and it’s difficult for our staff to work remotely,” said Paul Miller, a CPA and managing partner at Miller & Company in New York. 

“It certainly seems as though the pool of qualified candidates has begun to shrink and the attraction of qualified staff has become increasingly more difficult,” said Mark Giallonardo, a partner and tax services and tax technical director at Cherry Bekaert in Coral Gables, Florida. 

Are there any new answers out there?

Perceptions

According to a recent poll by the National Pipeline Advisory Group, accounting respondents cite work-life balance, starting salaries, and meeting the education and exam requirements as obstacles to the profession.

Other problems with the pipeline of American accountants include:

  • The ongoing high volume of work accountants have been experiencing makes a career in accounting feel more challenging than other careers;
  • Students perceive that their starting accounting salary will not compete with that of other professions;
  • Inconsistencies in the makeup of the additional 30-hour education requirement detracts from its value and is a great hurdle;
  • Students perceive the CPA exam to be too difficult to study for and pass; and,
  • Students don’t know an accountant, lack access to information about the benefits of the career and aren’t attracted to an accounting career because they’ve heard negative things about the profession on social media.

Almost half of the respondents to the survey added that turnover is highest after three to five years of employment. Miller said that his longest-term employee has been with his firm 30 years and his average employee has been with the firm more than 10 years.

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Niches can work against a firm. “It’s been difficult to hire and retain talented staff. This is especially true at my firm, where our niche of foreign tax compliance and reporting requires additional knowledge,” said Manasa Nadig, an Enrolled Agent and owner at MN Tax and Business Services and a partner at Harris Nadig in Canton, Michigan. “We’ve been exploring hiring off-shore talent.”

Solutions?

Firms are getting increasingly creative with staffing fixes: giving once-outlandish raises and bonuses, outsourcing tax staff, splintering business units and increasing retirement ages, among other moves. 

In a recent blog post, “Total Rewards Statements: How to Get Employees to See Every Dollar,” Rosenberg Associates touts these statements as “a compelling strategy for demonstrating to your employees the comprehensive value your firm invests in them.” These documents outline all the benefits “beyond what hits a bank account,” such as health insurance premiums, retirement contributions, PTO and other perks.

The total-dollar picture can cause an employee to pause before jumping to another firm because of just a salary bump, blogger Amanda Lilley writes.

“We pay our staff above [the] industry average, we offer excellent benefits, we have a matching pension plan.  More important,” Miller said, “we treat people well and respect our staff.”

“Following the Great Resignation, we were proud to see our turnover level decline and stabilize at less than pre-pandemic levels,” said Elizabeth Newman, chief administrative officer and chief HR officer of CBIZ in Cleveland. “Top talent have options in our industry, so the onus is on us to offer a compelling value proposition and experience.”

“We find that our team members want visibility into their career paths and a better understanding of not only opportunities for advancement but what’s required to advance,” Newman said. “We’ve invested in articulating clear career paths, including aligned learning and development.” 

Team members have clear expectations when it comes to innovation and new technologies, and the firm also has mentoring programs, employee resource groups and community engagement initiatives, among other plusses.

Mismatch

Accountants can also benefit from what they haven’t traditionally done: network with other fields.

“Every employer seems to be having issues with finding and retaining staff,” said Larry Pon, a CPA in Redwood City, California. “As employers, we need to understand where this new crop of graduates came from. I hear from recruiters that many are lacking in social skills, especially graduates who went to college virtually.”

“There’s definitely a mismatch,” he added, between “staff expectations and employer needs.”

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Accounting

Mandatory ESG Reporting Standards Demand Standardized Non-Financial Audit Trails

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Mandatory ESG Reporting Standards Demand Standardized Non-Financial Audit Trails

Corporate accounting departments face an expanded regulatory mandate as mandatory sustainability and Environmental, Social, and Governance (ESG) reporting frameworks take full effect internationally. Governed by the European Union’s Corporate Sustainability Reporting Directive (CSRD) and the International Sustainability Standards Board (ISSB) IFRS S1 and S2 standards, enterprise financial controllers are now legally required to track, verify, and report non-financial data with the same internal controls and auditability as traditional financial statements.

The expansion shifts ESG compliance

This regulatory expansion shifts ESG compliance from marketing departments to corporate accounting offices. Financial managers are now responsible for gathering, consolidating, and verifying carbon emissions metrics, supply chain labor conditions, water usage, and climate risk exposures across multi-tiered corporate structures. These non-financial metrics must be integrated into standardized general ledgers to withstand rigorous third-party audit assurance processes.

To comply with these rigorous reporting mandates, accounting software providers have added dedicated ESG modules designed to aggregate data from IoT sensors, utility platforms, and vendor management systems. Controllers are implementing internal control frameworks—modeled after traditional COSO frameworks—to ensure the completeness, accuracy, and consistency of sustainability disclosures, protecting organizations against greenwashing penalties and litigation risks.

The transition requires significant cross-functional collaboration between accounting teams, legal counsel, and operational directors. Accounting professionals are expanding their technical expertise beyond financial ledgers to master carbon accounting methodologies, lifecycle assessment standards, and non-financial data governance protocols, fundamentally expanding the role of the modern corporate accountant.

Why This Information Matters
Mandatory ESG disclosures require companies to treat environmental and social metrics as audited financial records. Executives, accountants, and board members must institute formal tracking and assurance processes to satisfy legal mandates, maintain investor confidence, and mitigate regulatory non-compliance risks.

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Accounting

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

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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.

 

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Accounting

AI-Driven Automation and Continuous Accounting Frameworks

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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.

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