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Accountants know a thing or two about transformation. Having experienced first-hand the effects of automation and digital technology well before it occurred in most other sectors, finance professionals have learned to upskill and use new tools as opportunities have presented themselves.

AI, data management and interpretation, global reporting standards, a push for better demonstration of sustainable business practices, and evolving stakeholder expectations regarding the strategic importance of the finance role are influencing the skills individual accountants require.

Employers don’t just need accountants with technical knowledge. They also need them to be commercially savvy business experts and skilful communicators, who have the ability to help organisations navigate uncertainty. They must be able to leverage technology to not just do their own job more efficiently, but also to communicate their findings to individuals and departments that are not as familiar with spreadsheets and reports. Along the way, they must be ethical and collaborative.

The CA Capability Model outlines the essential capabilities for CAs now and for the future. It’s continually updated to reflect the changing demands of the profession and the broader business landscape. Capabilities considered essential in all future accounting roles at all levels include:

• Ethics and integrity

• Critical thinking and judgement

• Communication

• Problem solving and decision making.

This story explores the most in-demand skills and attributes needed for accountants of the future, drawing on knowledge of CAs and accounting recruitment experts.

1. AI fluency

In just a few years, AI has fast moved from a future concern to a part of the accounting toolkit. It is introducing entirely new efficiencies, performance and insight.

Megan Alexander CA, managing director at Robert Half New Zealand, says it is an expectation that accountants will understand how to apply AI meaningfully in their roles. Importantly, they must also understand how it is applied responsibly and be able to identify where risks may lie.

“AI is definitely starting to pop up more regularly,” Alexander says. “We’re certainly seeing employers wanting those who are embracing the evolution of technology and who can bring the technology into the business.”

Rohan McMaster, senior manager at Sydney-based accounting and finance firm, Six Degrees Executive, agrees. “I’ve spoken to clients who introduced automation across several functions, particularly in areas like reconciliations,” he says. “Introducing the AI conversation is not about reducing the headcount, it’s about reducing or removing manual and mundane tasks to free up team members to do higher-value activities.”

2. Data visualisation for decision making

Large volumes of data are the norm, so the ability to draw relevant insights and to communicate them onwards is of enormous value to employers.

“One request that has become particularly prevalent from employers is the ability to use Power BI,” McMaster says. “Visual dashboards showing real-time reporting have become critical. Candidates set themselves apart if they have expertise around this type of technology.”

There is now more emphasis on data’s influence on business decisions, says specialist accounting recruiter Michael Edelstein, director at Recruitment Expert. Success in data analytics will be about having “the ability to turn complex data and evolving data collection standards into actionable insights”.

“In a large organisation, technology can only be properly leveraged by getting those people who are natural bridges between different disciplines that can foster collaboration and get effective outcomes. Those skills will always be valued.”

3. Problem solving

While AI is perfect to handle menial or lower-value tasks, employers are becoming more concerned about whether candidates actually have the ability to problem-solve without the assistance of robots.

“So much is being replaced by AI, it affects our cognitive capacity growth,” says Susie Vokins, founding and managing partner of New Zealand recruiting firm Susie Vokins Associates. “Because of this, employers are testing for problem-solving skills.

“I heard of one young woman who interviewed really well, then finally had to do a Raven’s [Progressive Matrices] test which involves solving a problem. While she had a fantastic interview, she didn’t score well on that test and so she wasn’t selected.

“Along these lines, do have a look at the CA ANZ Art of Problem Solving Guide. It’s very good,” Vokins adds.

Alexander says problem solving is now a core skill in the accounting profession.

“It’s what accountants should do really well and it’s not going away,” she says.

“While we’re seeing automation taking over some of the grunt work, people are being freed up to do exactly this – solve problems through the use of commercial, financial acumen.”

4. Clear, concise communication

One of the special powers accountants are expected to have is to translate data to help their business partners solve real-world business challenges. Consequently, communication is high on the agenda.

“That translation is really important,” Alexander says. “Everyone uses the term ‘business partner’ pretty loosely these days, but an accountant who is a real business partner has the ability to translate other functions and to influence other functions within the business through the information being provided.”

Good communication doesn’t need to be advanced or complex, Vokins says.

“It might be about gently building relationships by communicating verbally, rather than sending an email or text,” she says. “Remember that most CEOs and CFOs are probably baby boomers [aged 61 to 79] or gen X [aged 45 to 60], both of whom expect very strong verbal communication skills.

“Or it could be about basic etiquette. I heard about one applicant who sent an email to the people who interviewed her for a job, thanking them for the excellent conversation. The interviewers said to me how great that was and how well it proved she understood them.”

In a global working environment, and with the increase in offshoring, a high level of emotional intelligence is crucial for effective communication, Edelstein adds.

“There’s now a much bigger focus on people and management skills that enable someone to create a cohesive work environment, especially in a time of remote working and dealing with stakeholders, clients and staff across so many different cultures and religions and in a very PC world,” he says.

5. Sustainability/ESG reporting

Environmental, social and governance (ESG) data for Australian group 1 entities (companies with at least revenue of A$500 million, assets of A$1 billion, or 500 employees, or more) is about to impact these companies. While some New Zealand CAs may have a head start on mandatory climate-related reporting, carbon accounting knowledge is an important role for CAs in not only validating, but ensuring the sustainability of our planet.

“Something new is IFRS S1 and IFRS S2 becoming mandatory [in Australia] next year,” Edelstein says. “There will definitely be a rush by companies to find people with sustainability and ESG reporting skills, of which there are few in the market.

“Any accountant who has interest or skills in that area will be in great demand,” Edelstein says. “Expertise in different global frameworks, whether it’s IFRS, SDG [sustainable development goals], greenhouse gas protocols, carbon accounting, climate strategy or risk management, those areas will be in great demand over the next five to 10 years.”

6. Adaptability and lifelong learning

In a profession now clearly defined by technological advancement, regulatory upheaval and market change, mental agility has gone from a nice-to-have to an absolute essential. Self-initiated learning in particular, McMaster says, often catches the attention of employers.

“The person at Six Degrees who brought Power BI into the business and owned it was self-taught,” he says. “She developed our dashboards and reporting, and created a very strong platform for us. That did not go unnoticed.”

A hunger for knowledge and constantly striving toward self-improvement will always be recognised, Edelstein says.

“I always remind accountants that technical expertise is a given but if you want your career to progress, then remember to focus on strategic thinking, problem solving and people/communication skills,” he says. “Without these, you’ll be stuck in your role for a long time.”

“One thing that will never change is the demand for people that lie at the intersection of having that mental agility, technical competence and excellent soft skills.”

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What do accounting job ads tell us?

When recruiter Susie Vokins ran her own analysis of keywords across 837 accounting jobs listed on Seek in New Zealand, the findings reinforced what she’d heard anecdotally from employers.

• Communication – 55% (464 jobs)
• Relationships – 41% (342 jobs)
• Problem solving – 22% (186 jobs)

Interestingly, and in support of the vital importance of communication, Vokins says, 605 of the jobs (72%) were listed as ‘on site’, rather than ‘hybrid’ or ‘remote’.

“Clearly, many employers want their people to be in a collaborative, relationship-driven office setting,” she says.

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How to demonstrate your capabilities

In today’s market, Megan Alexander CA says hiring managers are more interested in education that is backed up with work experience.

“They’re looking at what you’ve actually done, at the outcomes you have driven for the business,” she says. “Use your own communication style to articulate what you’ve been responsible for. Being able to showcase it through demonstrating real-life examples is most critical.”

Alexander says the six skills we’ve outlined here are not just for job seekers. They are also critical for individuals who want to thrive in their current role.

“You can bury your head or you can get involved,” she says. “It’s those who are getting involved, developing commercial acumen, learning quicker and are able to use new technology, who are moving ahead.”

Take a CA Capability+ assessment

Technology is transforming traditional roles and employability skills, the CA Capability+ tool helps you take control of your professional development. Do your CA Capability+ assessment here.

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What skills are CAs prioritising

The CA Capability Model defines the core capabilities for accountants across roles and career stages. Bringing this model to life is Capability+, an assessment tool for individuals to assess their capability levels, identify strengths and uncover targeted development opportunities.

Highlighting a strong focus on the key capabilities for thriving in today’s dynamic professional landscape, as of August 2025 more than 11,000 individuals completed Capability+ assessments. The most commonly explored capabilities are:

• Problem solving and decision making

• Ethics and integrity

• Digital fluency

• Communication, collaboration and relationships

• Critical thinking and judgement.

Check out the CA Capability Model

Download the CA Capability Model Booklet at the bottom of the webpage.