Accounting Influencers Roundtable


Top Tips for Managing & Upskilling Accounting Talent

Learn the importance of talent management and upskilling in accounting with people expert Marina Koijmans, HLB’s Chief People Officer.

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Top Tips for Managing & Upskilling Accounting Talent with HLB’s Marina Kooijmans

Marina begins by explaining the challenges of talent management in today’s rapidly changing world. She highlights the importance of reskilling and upskilling due to the ever-changing marketplace and the need for organizations to adapt and stay relevant. She mentions that technology-driven change and innovation are key drivers of this need for new skills.

The conversation then shifts to the perception of accountants as not traditionally being associated with innovation. Marina acknowledges this but emphasizes that the accounting profession is also evolving and recognizing the importance of upskilling and change. She explains that accountants need to acquire not only technical skills but also digital skills and advisory skills to meet the changing needs of customers.

Marina introduces the concept of a skill strategy and explains that organizations need to focus on skills rather than job descriptions. She mentions the importance of internal mobility and how it allows employees to develop new skills in different environments. She also highlights the benefits of international mobility, as it provides opportunities to learn from different cultures and enhance career growth.

The conversation then delves into the various skills and competencies that should be part of any skill strategy or framework. Marina outlines five skill groups: technical skills, digital skills, advisory skills, leadership skills, and human skills. She emphasizes the importance of leadership, storytelling, problem-solving, ethics, integrity, and effective communication in the accounting profession.

Rob and Marina discuss the challenges faced by accountants in upgrading their skills. Marina acknowledges that many accountants feel comfortable with their current knowledge and are hesitant to step out of their comfort zones, particularly when it comes to human skills. However, she highlights the importance of continuous learning and personal development to stay relevant in a changing landscape.

The conversation concludes with Marina discussing different learning approaches and methods. She mentions the use of blended learning, including classroom training, e-learning, and audio books. Marina emphasizes the need for individuals to take responsibility for their own learning and development.

This episode provides valuable insights into the challenges and importance of talent management and upskilling in the accounting profession. It highlights the need for accountants to adapt, develop new skills, and embrace continuous learning to succeed in a rapidly changing industry.

Marina Kooijman is HLB’s Chief People Officer at the Executive Office in London. She is responsible for leading and driving the people strategy for the HLB network. She works on installing an innovative and inspiring culture in the organisation, based on the brand’s core values and purpose.

Prior to joining HLB International, Marina has worked for several large international organisations like Deloitte and PwC, both in the Netherlands and abroad, giving her years of experience and a strong talent management background.


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ACCOUNTINGFLY. Accountingfly connects employers with top U.S.-based accounting talent through a variety of services including dedicated searches, Always-On Recruiting, and freelance placements for seasonal or temporary needs. They specialize in remote accounting recruitment, recognizing early on the significant advantages that remote work offers to employers, job-seekers, and their own operations. They pride themselves on their track record of matching the right candidates with the right opportunities and building a robust team of industry experts. Additionally, their partnership with Going Concern—an esteemed source for accounting news and insights—further enhances their ability to stay on the cutting edge of remote recruiting by tapping into a natural pipeline of job seekers.

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