Across Australia and New Zealand, accounting firms are struggling to secure the skills they need.

“CA ANZ’s forecasts show that a further 31,000 accounting professionals will be needed over the four years to 2028, and 58,000 over nine years to 2033,” says CA ANZ’s policy, thought leadership, education, skills, and migration leader, Sarah Davidson.

She believes that one of the main reasons for the talent shortage is the way the profession is perceived. “The pipeline of students enrolling in higher education programs of accounting has almost halved since 2018. Perception is an issue because most school students don’t really understand what an accountant does or the exciting career opportunities that accounting skills can lead to.”

The CA ANZ Achiever Program – an internship initiative for firms of all sizes – provides a unique opportunity to set the record straight. 

 

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From intern to employee

Shawn Steele CA was finishing his second year at Victoria University of Wellington when he joined the CA ANZ Achiever Program. As an intern with BDO New Zealand, he visited a range of different clients – not-for-profit, for-profit, and a school.

“It gave me a real insight into what an accounting job looks like,” he says.

The following year he returned to BDO for an extended internship, which transitioned into a holiday job and then a full-time position. Almost eight years on, he is senior audit manager at the same firm.

“I really appreciated having an opportunity to see what my career might look like before committing myself,” he says. “I saw how the business operated and I also got to judge the culture and get to know the people I’d be working with.”

He also believes that the program gave him a head start in his career.

“I had a better idea of basic concepts, processes and how to use the various tools than other graduates who joined the firm at the same time as I did,” he says. “I was then promoted relatively quickly.” 

A taste of the public sector

At the Audit Office of South Australia, interns gain work experience with the largest external audit firm in the state. This includes exposure to government auditing across a client base ranging from infrastructure development and maintenance, health, sports stadium management, and tertiary education to the South Australian Museum and Art Gallery of South Australia.

“They also get to observe the key benefits of working for us, such as flexible working conditions, a standard work week with paid overtime, and time off to study,” says Silvana Gentilcore, manager, people, and capability.

Like all CA ANZ Achiever Program interns, the students are paid. “We value the contribution they make to our workplace,” says Gentilcore.

Employers who join the CA ANZ Achiever Program benefit from the opportunity to interact with students early in their career. “We can also see how well they fit into workplace culture before offering them a permanent position,” says Gentilcore.

Angie Stewart FCA, technical specialist at Inland Revenue New Zealand, also sees the program as a win-win. “It’s great when an intern gets to join an organisation on a permanent basis, but there are real benefits even when they don’t,” she says.

“As the students have a couple of years of theoretical knowledge under their belts, they can generally get to grips with basic tasks which, to them, are new, exciting, and different.

“If you should find the person you take on board isn’t the best fit, there are none of the problems associated with a permanent hire because you know they’ll be moving on in two or three months.”

 

“Before they leave, we ask our interns what surprised them most about working here and it’s often that people were friendly, and the atmosphere in the office is relaxed.”

 

Benefits for smaller firms

Karen Lu, an assurance associate at EY Australia, was studying at Monash University when she completed two CA ANZ Achiever Program internships. 

“The first, in 2021, was a tax advisory position with OHM Chartered Accountants,” she says. “That lasted roughly 12 weeks over the summer break. The following year, I spent around eight weeks over the winter break with Daniel Allison [and Associates], working in business advisory. As these were very different roles in companies of different sizes, I gained a wide range of real-life experiences, including how to build relationships with diverse clients. 

“When you’re a student you hear a lot about the big four, so I think it’s really helpful that CA ANZ broadens your horizons by partnering with smaller firms.”

CA ANZ’s program caters to firms of all sizes. However, Stewart wants to debunk the common misconception that internships are only for large organisations. 

“CA ANZ makes it very easy by doing all the hard work for you,” she says. “They have connections with tertiary institutions, a strong online presence and a physical presence at career fairs, where they talk about the program and encourage students to apply. 

“They take all the applications and apply a screening process using a recruitment agency to confirm basic skills. They even help candidates to prepare for interviews. By the time an organisation receives a short list of candidates they feel confident they’re likely to be a good fit for the organisation.” 

CA ANZ has also made the process really easy for students to apply for the program.

“You only have to complete one application, which CA ANZ sends to different organisations,” says Lu. “They match you with firms according to your preferences to help you gain the experience you’re hoping for.”

 

“When you’re a student you hear a lot about the big four, so I think it’s really helpful that CA ANZ broadens your horizons by partnering with smaller firms.”

 

Making the most of the program

Today, Steele sees the impact of the program from an employer’s point of view.

“We find that those who apply for an internship are already thinking ahead and showing initiative,” he says. “We generally have longer-term success with former interns, so we’re taking on more and more interns as we develop. We do what we can to make it work for them by being flexible in terms of the hours and days it suits them to work.” 

Gentilcore stresses the importance of ensuring students are integrated and supported within their work team and the entire office. 

“Our aim is to help students develop real audit work experience and integrate this into their theoretical university studies,” she says. “Our workplace onboarding includes a comprehensive face-to-face induction program and ongoing training to help students quickly understand our office processes and environment. Giving them the time and support they need to incorporate their new knowledge and skills into the practice will also help employers to gain the most from the program.”

She also recommends mentoring the students and ensuring they receive clear guidance and communication.

“For us, this includes explaining why the audit office completes the various processes of work and the impact of the work,” she says. “We also believe that, when the placement is over, students will benefit from a comprehensive and helpful evaluation of their experience.”

Stewart advises employers to set appropriate expectations for their interns.

“Be mindful that they aren’t yet graduates and they aren’t going to be perfect,” she says. “Remember, too, that they’ve never been in a professional work environment before, so they may well feel anxious and intimidated. 

“Before they leave, we ask our interns what surprised them most about working here and it’s often that people were friendly and the atmosphere in the office is relaxed. Many students still expect an accounting or professional workplace to be very rigid so being friendly, setting them up with
a buddy and wrapping support around them not only makes them feel positive about their time with you, it helps to uphold the reputation of the accounting industry. They’re going to talk to their friends about their experience and positive reviews will encourage others to join the program.” 

Lu found that both her internships provided a supportive environment. 

“I always had guidance, so I didn’t need to feel tentative or nervous,” she says. “The managers were very approachable and made it clear that they were happy to answer questions. I was never thrown in at the deep end and I never felt overwhelmed.”

Employers are able to access the skills they need

Gentilcore reports that, thanks to the internship program, the Audit Office of South Australia now has a pipeline of highly skilled future employees.

“We have employed various CA ANZ Achiever students on term contracts and then they have taken up graduate roles within the audit office,” she says. “They have been high quality members of our team and we value them.”

Because Inland Revenue has a national rolling recruitment plan, there are no guarantees of full-time placements for interns. “They must still apply through the accepted channels,” says Stewart. “However, we do have interns who have gone on to secure permanent roles.” 

Both Gentilcore and Stewart believe the program would benefit from greater participation on both sides. The audit office has room to support more interns and would welcome more student applications, and Stewart believes the best way to achieve that is by having more employers on board.

“I think that having more choice would make the program more attractive to candidates,” she says. “Given the benefits, I really encourage organisations to join the program.” 

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How do I get an internship in accounting?

The CA ANZ Achiever Program offers internships in accounting to current accounting students. All you have to do is fill out the application form online, and CA ANZ will assess your eligibility before being invited to a video interview.

Do you get paid when doing an accounting internship?

For all CA ANZ Achiever Program interns, the students are paid for their time. While most should be, if you choose to find an internship on your own this will depend on the organisation you have applied with, as some offer course units instead of pay. According to Glassdoor, the estimated salary for an Accounting Intern is $35 per hour.

Are unpaid internships legal in Australia?

Under the Fair Work Act, an internship needs to be paid unless: It is a required and/or assessed part of your course, or it is with a not-for-profit organisation. Further to this, under Australian law, unpaid internships are only lawful when the intern is not performing “productive” tasks, and if the placement benefits the individual more than the organisation.

“Our research indicates that the majority of university students complete multiple internships. Most are unlawfully unpaid or underpaid, with the average intern losing $6,000 in wages over the course of their internships.”

How hard is it to get an internship at the Big Four?

Scoring an internship at the Big Four – Deloitte, PwC, EY, and KPMG – is definitely possible, it just requires effort and persistence. Even after you submit the initial application forms, you still need to find time for subsequent interviews (video, group, and one-on-one) and psychometric tests. Soft skills are where the points lie: the ability to work in a team, manage your time, communicate effectively, give a presentation, or coach people – must be demonstrated.