Soft skills for accountants are important throughout their careers, but the CAAS professional in particular, needs to become proficient in things like empathy, presentation skills, executive presence, persuasiveness, and flexibility sooner than those who come up through the ranks in audit or tax.
Some firms may view SAS 145’s definitional and procedural changes as simply line items to add to their checklists, but leaders in the profession will understand the changes resulting from the standard are intent on enhancing audit quality to meet the demands of the future.
With so much riding on the training that a firm provides to its professionals, how can learning and development (L&D) teams make the best use of their finite time and resources?
No matter what size firm you look at, there’s always too much work and not enough people. Regional firms face additional challenges with hiring early-career professionals and delivering the accounting training they need to more effectively serve clients. Many of these firms have the flexibility and insights necessary to capitalize on this shift if they consider these three strategies.
To solve recruiting and retention challenges, firms should invest in training and knowledge growth for employees that will get them into the positions that will be most successful and fulfilling for them—and for the firm.
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