Finding the right apprentices for a firm means learning how they think, approach challenges and work with others. Rachel Staples, product director at AAT, explains the key attributes to look for in a future apprentice
The role of accountants has evolved since pre‑Covid, and while employers are more eager than ever to bring in apprentices, they are facing barriers to upskilling and struggling to recruit for finance roles.
Across the industry, organisations need teams with skills that stretch far beyond technical know‑how, with power skills such as communication, leadership, problem‑solving and digital literacy becoming just as essential.
Yet within this challenge lies a real opportunity. Apprenticeships can bridge this gap and allow employers to shape the talent they need, if they focus on developing skills for the real world.
Looking beyond grades to find real talent
One of the biggest misconceptions about accountancy apprenticeships is that candidates need to arrive fully formed, but that simply isn’t the case. Apprenticeships are designed for people to earn while they learn. Yes, some organisations still look at GCSEs or A levels, many now use CV‑blind recruitment because they’re more interested in the person than the paper, and that’s a positive shift.
Employers rarely start with exam results when talking about what they value most. They’re looking for transferable skills that underpin a modern finance career, and these are exactly the qualities they struggle to find.
This drives AAT’s own approach and qualifications, supporting this need by focusing on real occupational competence. So when you’re hiring apprentices, don’t just ask what they know. Learn more about how they think, how they approach challenges and how they work with others. Those qualities will carry them, and your organisation, much further.
Why AI makes power skills more important than ever
Every industry is undergoing rapid changes to technology, heavily driven by AI, and finance roles are no exception. Skills in areas such as AI, automation and cybersecurity will be critical over the coming years.
Employees, particularly those in their mid 20s and 30s, are keen to upskill and see AI as an enabler rather than a threat. They are early adopters, while senior leaders benefit from automating routine tasks and freeing up time for higher‑value work and providing more tailored advice to clients.
This is exactly where apprenticeships shine. They allow employers to build the right blend of technical and digital skills from the ground up, right alongside the biggest global, technological shift in decades.
When meeting potential apprentices, look for curiosity, clear thinking and initiative, the qualities that signal someone ready to grow into confident, future ready finance professionals.
Create the conditions for apprentices to succeed
Spotting the right apprentice is only half the job; the other half is creating an environment where they can thrive. Many employers are already feeling the strain of skills shortages, with workloads rising and teams stretched. That pressure often makes it harder to carve out timing for training, one of the biggest barriers employers cite.
The organisations that get apprenticeships right treat them as a long-term investment, not a quick fix. They provide structured training, protected study time, mentoring and opportunities to rotate across different areas of the business. And it pays off.
Many employers say apprentices progress faster than graduates because they gain real world experience earlier, with some organisations seeing nearly the full cohort promoted within their first year.
We need to simplify the apprenticeship system
The skills gap isn’t going away on its own, and it’s already leading some businesses to outsource roles overseas. As I’ve said before, every outsourced role is a missed opportunity for UK talent, especially when so many young people are not in education, employment or training.
To change that, we need a skills system that is easier, clearer and more flexible for employers to navigate. Investing in apprenticeships and equipping apprentices with the power skills and potential to grow, is the one of the most effective ways to build resilient finance teams.
In a sector where demand for digital, interpersonal and strategic skills is only increasing, apprenticeships offer both a talent pipeline and competitive advantage for now and the future.
About the author
Rachel Staples is product director at the AAT – Association of Accounting Technicians (awarding organisation)
Useful links
AAT Careers Hub, Apprenticeships: your top questions answered