As the tax preparation season draws to a close, many accountants are working long hours to meet the April 15 deadline. Complicating the long battles of tax season is the shortage of accountants, and it's not just those who handle taxes. Employers and industry players are wondering how to attract talent and help develop a new generation of accounting professionals.
As many baby boomers retire, Michael Decker of the American Institute of Certified Public Accountants is paying attention to the younger generation.
“We were trying to change the message around accounting,” he said. CPA: Not a certified public accountant, but kind of like the “coolest profession.”
The industry is trying to reverse the decline in undergraduate accounting students by offering incentives such as scholarships and new pilot programs.
“Young employees can train and work toward licensure, and then prepare for the exam in low-cost credit hours,” he said.
In Texas, University of Houston professor Mohan Kuruvilla is working with the Texas Institute of Certified Public Accountants to bring accountants into high school classrooms.
“This not only talks about accounting opportunities, but also provides a platform for these students to become leaders,” he said.
Kuruvilla said this is especially valuable for first-generation college students who, like him, may not have grown up with accountants in their families.
“Just like I've seen my dad and the lifestyle he gave us. Just showing them who you are and what you do changes their life. “Yes,” he said.
And mentorship can also play an important role in retention, said Brandi Britton of talent agency Robert Half.
“If you have a mentoring program, it’s really helpful for the new generation of employees because they like things like coaching,” she said.
Other education, such as work meetings, can also be helpful, she said.
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