Professionalism in Accounting Graduates: Employers' Preferences and Colleges of Business' Challenges

INTRODUCTIONThe CPA Finn Top Issues Survey administered by the Private Companies Practice Section of the American Institute of Certified Public Accountants frequently reports that finding qualified hires is one of the top issues facing CPA finns.Credentials of business schools' graduates can be divided into three general categories:* technical knowledge, specific to particular majors, along with general literacy and numeracy; which are reflected in GPAs from accredited programs,* work experience, both general and discipline-specific (internships); which is reflected on resumes and validated through reference-checking, and* professionalism, comprised of a wide range of behavioral and character qualities of varying importance to particular employers; which is difficult to assess or validate, therefore is often left to interviewers' intuitions.Beyond the technical aspects of graduates, what characteristics constitute a quality job candidate? This study is an exploration of professionalism. It is axiomatic that professionalism is of high importance to prospective employers selecting for entry-level jobs, especially where those new hires will have extensive client contact. The research questions this paper addresses relate to what constitutes employers' understanding of professionalism, how they assess and validate it, and how business schools could better address identified gaps.BACKGROUNDQualities and characteristics that are prioritized for students' progress through business schools' curricula are not necessarily those most sought by their prospective employers. In a sense, employers are the customers of business schools, and graduates are the products going to market, yet conspicuously little scholarly research has addressed any discrepancy between demand and supply in terms of the behavioral qualities sought in graduates.There is little in the accounting research that addresses professionalism characteristics. Bagley et al. [2012] examined the underlying factors distinguishing students who plan to pursue careers with Big 4 versus other accounting firms. Their results found that attitudes such as prestige, work-life balance, perceived professional training, etc. impacted decisions to seek Big 4 careers. Arthur and Gaa [2003] discuss professionalism within the accounting profession itself. There is no current research discussing professionalism characteristics in graduates seeking careers in the accounting profession.The topic has received more attention in other fields, such as in medicine where behavioral training for physicians includes bedside manner and compassion for patients [Stephenson, Higgs and Sugannan, 2001] and where training for nurses includes interpersonal comfort, confidence with patients, and responsibility-taking [Williams and Day, 2009], Legal scholars have focused on the necessary "dignity and honor" of young lawyers [Rhode, 1998] and certain behaviors appropriate for client interactions [Maynard, 1999], Business scholars, however, have largely limited their consideration of professionalism to the occupational form that refers to inter-industry cadres of like-minded experts in particular fields and specializations [Andrews, 1969],Management researchers have studied the qualities sought and perceptions made by interviewers [Caldwell and Burger, 1998; Barrick, Shaffer and DeGrassi, 2009], finding intuitive associations between self-presentation skills and interview success. But while it is clear that interviewers seek particular qualities beyond technical knowledge and work experience, there is little clarity as to precisely what qualities are desirable in new prospective employees or how business schools might better impart the appropriate educational exposure and experiences. This research is aimed at filling at least part of that gap.A large study commissioned by a liberal-arts college undertaking a new strategic focus on "transforming students into professionals" [York College, 2012] shed light on specific qualities sought by employers [Polk-Lepson Research Group, 2009], With a sample of 520 mainly HR managers, the study found widespread preference for behavioral qualities such as courtesy, respect, listening skills, work ethic, motivation, and appropriate appearance. …