Accountants: Learning and Earning at the Same Time
4 MIN
Transformative thinking helped Koch address a hiring problem by removing barriers for many talented people.
In recent years, it has become increasingly difficult to find qualified candidates for accounting roles. Most who want to go into accounting prefer to earn a CPA, which requires five years of college. Moreover, for many of those with an aptitude for accounting, there are competitive opportunities in finance, tech and data analytics roles, where pay is sometimes higher and only a four-year degree is required. All of this has led to a shortage of talent with traditional qualifications. “We needed to challenge our hiring requirements, using a principle-based approach,” said Kristi Palmer, Koch controller.
Koch was already emphasizing non-traditional hiring across the company, prompting accounting’s leadership to wonder what would happen if they were to place less importance on degree and certification prerequisites.
“We began to focus on people with the desire to contribute and the aptitude to succeed but who weren’t being considered for careers here,” said Kristi. “We needed to remove those barriers and provide an alternative: an accelerated program that allowed each candidate to work and learn at their own pace.”
With this goal in mind, the accounting team developed an experiment – an apprenticeship program to help identify individuals with the necessary aptitudes and interests and provide them with the education and experience for them to thrive in accounting roles. We began working with Wichita State University, which was also seeking disruptive, innovative ways to serve students who couldn’t afford the traditional degree path.
“We needed to remove those barriers and provide an alternative.”
WSU graduates already in Koch’s accounting organization were asked which courses had best prepared them for their roles – and which hadn’t. That feedback helped shape the foundation of Koch’s accounting apprenticeship program, which enabled individuals to work part-time at Koch while completing classes focused on core business and accounting concepts. Koch covered the costs of earning an accounting certificate and paid the apprentices to learn on the job.
Because the program prioritizes just the most critical courses and is customized based on each individual’s aptitudes and experience, it usually takes only a year to complete. As apprentices demonstrate the ability to apply what they were learning, they become eligible for full-time roles at Koch. For those wishing to continue their education, earned credits are applied toward a future bachelor’s degree.
“In the first round, we received around 100 applications from a wide variety of candidates and were amazed at their potential,” said Sarah Gebert, who was involved in their evaluation.
Kristen Wasinger was a former elementary school teacher and new mother. “I needed a change. I wanted to be challenged. I knew I had potential but I didn’t have a finance, business or accounting degree,” said Kristen. After apprenticing, she joined Koch full-time as the accountant for communications and marketing. “Each of us has a unique story. This opportunity gave me a deeper appreciation of that.”
Derly Apaza was 33 years old and working in the billing department of a local health clinic when he saw an ad for Koch’s apprentice program. He had dreamed of becoming a full-fledged accountant but realized that without the means to earn a formal degree, he was stuck. “I had a young family and needed a job to support them.” After being accepted into the apprenticeship program, he was offered a full-time job at Koch while he completed the course. Derly is now an analyst for Koch Ag & Energy Solutions.
Before joining Koch, Miguel Sarratud and his wife worked different shifts at jobs in Kansas City because they couldn’t afford daycare. After he was accepted into the program, his family relocated to Wichita. “My family is my priority, said Miguel. “I knew from the beginning that it was going to be difficult with school and work, but this program made it possible and worthwhile.” Miguel is now a tax analyst at Koch, enabling his wife to become a full-time mom as she had always hoped.
These accounting apprentices and many others like them have helped Koch bridge a talent gap. The program is now offered in Atlanta and may expand to other Koch communities. Koch accounting has also begun removing degree requirements for many of its other roles, so accountants who began as entry-level apprentices can advance without facing further credential barriers.
“It’s not always an easy sell,” said Kristi. Many hiring managers at Koch were resistant to the idea of accepting candidates without a completed degree, viewing it as risky to their team. “The best approach we’ve found is to focus on those who see the long-term value. When the more skeptical leaders see them succeeding, it starts to spread.” In addition, several other organizations in Wichita have started similar programs.
The apprenticeship program has demonstrated that a four- or five-year degree isn’t necessary to succeed for those with the aptitude and who are contribution motivated. The program has proved to be mutually beneficial by opening new opportunities for individuals who can become good contributors for Koch. “It’s a great example of our commitment to fostering an inclusive workplace culture that values virtue, talent and a contribution-motivated mindset over traditional credentials,” Kristi said. “I’m excited to see how far we can take this program in accounting and beyond.”
Give it a Try
The power of these principles happens through application. There’s no substitute for learning as you apply.
- Read a recent job posting for your group. Are there requirements listed that should be questioned or removed?
- Consider how this apprenticeship concept could be applied to roles in your area of the business.
- How did the team create a well-designed experiment for non-traditional hiring?
- To what situations could your team take a more principle-based vs. rule-based approach?
- What gaps do you see in your group’s performance? How might a different way of thinking help close those gaps?