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Quantify the ROI from pre-employment testing

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As accountants we love to measure everything. We measure ourselves in terms of productivity, recovery and time to close. We measure our firms and clients in terms of margins, investment analysis, forecasts, variances, etc. We know that analyzing these numbers will help us make better decisions. But when it comes to our most expensive investment — our people – why are we so casual? When we find a candidate who seems like a good fit, we tend to do very little analysis. A couple of interviews. A review of the resume. A reference check (if we’re lucky). And then we hope they work out.But as the old saying goes: “Hope is not a strategy.”

I know there’s a lot of competition for good people, but you wouldn’t advise your clients or your firm’s leadership to make important business decisions without hard data to back up those decisions. The same goes for hiring. 

That’s where pre-employment tests come in. There are three important types of pre-employment tests that can help bridge the gap between hiring hope and hiring success: 

  1. Skills testing: This helps you assess the degree to which a candidate has the technical skills and knowledge for the role. Skills tests are particularly important for midlevel roles such as controller or senior associate in which you need candidates to hit the ground running, and where lack of technical capability can be a huge drag on your firm.
  2. Critical thinking testing: This type of test helps you measure a candidate’s numerical and verbal literacy. A candidate’s ability to learn fast is important in all roles, but it’s especially important for recent college graduates and those coming to accounting from another career. You don’t expect them to have deep technical knowledge coming in, but you do expect them to build those skills quickly.
  3. Personality testing: We all try to assess a candidate’s personality in different ways when hiring. There’s no magic formula, but a thorough, accounting-specific personality profile can uncover a lot about a candidate’s working preferences. The profile that’s derived from the test gives you a starting point to explore in an interview. It allows you to assess how well a candidate’s work style and preferences will fit into your culture and work environment.

So, why wouldn’t every accounting firm and corporate finance department want to utilize pre-employment testing? For starters, many firms are slow to adopt it because they don’t think hiring success can be quantified or don’t know how to do it. Until now.

A recent LinkedIn post by Dr. Steve Blinkhorn, an occupational psychologist and psychometrician, unpacks this opportunity and highlights five important elements to measure when determining the return on investment from pre-employment testing:

  1. The starting salary of the position: The higher the salary, the more likely the benefit of testing will be high.
  2. The variability of the applicant pool: It can vary in terms of how well candidates fit the job description. 
  3. The validity of the test: The more likely the test can correctly identify the attributes of a candidate, the more useful it is.
  4. The cost of the test: In other words, what’s your investment?
  5. The number of tests you administer vs. the number of successful offers you make: What’s the “testing-to-offer” ratio? If you generally test many candidates before making an offer, the cost of testing will be higher than if you make offers to many of the candidates you test.

Our company’s experience is that the variability of applicants is quite high for accounting firms. The shortage of applicants means the testing-to-offer ratio is usually low. It’s generally higher for more selective senior positions, less so for bookkeepers and entry level roles, although this ratio seems to be improving. Here’s another way of looking at it. Let’s consider a hypothetical example of a senior tax associate position with a starting salary of $90,000. Let’s say you interview two viable candidates and give them both a technical knowledge test and a personality profile — costing $1,100 in total. Even with similar resumes, the variability between candidates with three years of tax experience can easily be 25%, which can amount to over a $100,000 a year difference in the revenue they generate for your firm. Spending a little over $1,000 to ensure you have the better candidate is a pretty good ROI, wouldn’t you say?
If you’re interested in diving deeper into this area, this study from the Journal of Occupational and Organizational Psychology has more data about the correlation between well-built tests and a candidate’s actual performance in the role.

It seems logical that choosing the best candidate will save significant amounts of money in terms of “bad hire” costs. Now there is a way to quantify it. Of course, the ROI will be less if candidates are very similar; it will be more if they are more diverse. But even with similar candidates, the testing will help you assess how far along through the professional development journey they are, and how smooth (or rough) their on-boarding journey will be. 

The other way to look at this metric is to think about the impact of a bad hire. The drag on your organization can range from moderately annoying to a complete trainwreck. If we’re talking about hiring the wrong senior tax associate from the example above, the cost to your firm or company could easily match their $90,000 base salary. Consider:

  1. Extended training and onboarding time trying to get the new hire up to speed;
  2. Manager and “buddy” time reviewing and reworking to meet client deadlines;
  3. Staff resentment as they watch the associate’s poor performance not being addressed by management;
  4. Team stress and management time wasted by dealing with conflict for which they are often not trained:
  5. The cost of starting the hiring process again:
  6. Projects not getting priority during this period while core work is prioritized: and,
  7. Perhaps the cost of a staff “celebration” on the day they depart.

For more about the cost of making a bad hire, see this free calculator and other resources.

Kayla Schaller-Greenwood, vice president of operations at Workforce Solutions, which helps accounting firms hire candidates ranging from bookkeepers to senior tax associates and controllers, told me that pre-employment testing improves retention rates for her clients because the candidates they end up hiring “fit in better and are more likely stay.” 

Luke Gheen, founder of Gheen & Co. CPA, uses pre-employment testing to vet qualified candidates and to “ensure that their skills match their resume and what they’ve told me in the interview.” He said he appreciates being able to compare the performance of candidates on similar groups of tests over time and to use that data to inform his hiring decisions. “I can hire with much greater confidence now,” he added.As Dr. Blinkhorn noted in his aforementioned post, a cognitive test is probably the best investment you can make to improve the productivity of your workforce. His research found returns of up to 5,000% annually per recruit for cognitively demanding jobs — even when candidates were preselected on academic achievement.

The old adage, “Measure What Matters” has never been truer. Better data leads to better decisions. It also lowers your stress level and allows you to get on with the tasks in hand. Pre-employment testing is not all about reducing risks — it’s also about building a stable, productive and highly performing accounting team.

Happy hiring!

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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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Accounting

Global ESG Reporting Standards and Double Materiality Compliance

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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.

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