In audit, tax and advisory services, firms around the world are raising the alarm: they need talent yesterday. But is the shortage real, and how does the story differ in a country like South Africa, where unemployment remains extremely high?
Today, we dig into the data, unpack the nuances of the shortage in these disciplines, and explore how global firms can leverage South African talent strategically.
1. Global Talent Shortage in Audit, Tax & Advisory
- A recent global assessment found that around 74% of organisations believe there is a talent shortage across key roles. BusinessTech+3Iact+3TaxTalent+3
- In the tax discipline, the report from TaxTalent for 2025 highlights “an intensifying wave of audits and enforcement, rapidly shifting demographics, growing talent shortages, and mounting complexity in global compliance.” TaxTalent
- In the auditing profession in South Africa, the regulator, Independent Regulatory Board for Auditors (IRBA), has flagged skills shortages, citing low mathematics literacy, emigration of talent, and waning interest in audit careers. The Post+1
Take-away: The shortage is very real in audit, tax and advisory at a global level — especially where complexity, regulation, and mobility intersect.
2. South Africa: High Unemployment + Skills Mismatch
On the surface, South Africa might seem at odds with this shortage narrative:
- The national official unemployment rate recently stood at ~33%, and the expanded definition (including discouraged workers) runs even higher. National Treasury+1
- The Organisation for Economic Co‑operation and Development (OECD) in its “Economic Surveys: South Africa 2025” report noted that South Africa’s employment rate is among the lowest globally, and one in five formally-employed citizens is excluded entirely from the labour market. OECD
- At the same time, many firms indicate a skills shortage in critical areas: a report shows almost 80% of large multinationals and corporates in South Africa say they struggle to attract critically skilled individuals. Polity.org.za
Interpretation: The contradiction of high unemployment and reported skills shortages suggests the issue isn’t simply “no talent available”, but mismatch, quality and role-specific supply constraints.
3. Where the Shortage Really Lies & Why South African Talent Matters
In audit, tax and advisory, shortages often occur in specialised senior roles, or roles involving cross-border compliance, regulatory advisory, and emerging-risk consultancy. Entry-level accountant roles may be less scarce in South Africa, but deeply skilled, mobile professionals with global readiness are harder to come by.
Why South African CA-qualified professionals (or similarly trained talent) offer a significant advantage:
- They often hold technical credentials and have done rotational work in audit/accounting firms, exposing them to multiple industries and functions early in their careers.
- They prove adaptable across jurisdictions, cultures and regulatory regimes — a key asset in global audit/tax/advisory.
- They are available to global mobility programmes, often open to relocation and role versatility.
In other words, while the South African market might have many unemployed or under-employed individuals, the global shortage is for talent that meets multiple criteria (senior level, cross-border experience, strong commercial orientation), and that is precisely where this talent pool steps in.
4. Strategic Hiring Insight for Audit, Tax & Advisory Leaders
- Segment your talent needs: separate “general accountant/associate” roles from “international audit/tax/advisory specialist” roles. The shortage is heavier for the latter.
- Widen your sourcing lens: look to markets (like South Africa) where there is a high potential supply of technically strong candidates and prepare them for global roles.
- Focus on readiness: when recruiting from emerging markets, assess international mobility, regulatory exposure, audit/tax regulatory knowledge, and adaptability.
- On-board globally: ensure your integration programme supports relocation, cultural transition, regulatory licensing and role orientation across jurisdictions.
- Retention matters: these professionals are mobile and in demand — your firm’s value proposition must be global, growth-oriented and culturally inclusive.
Actionable Take-away
The shortage in audit, tax and advisory is not about “no available people”, it’s about the right people. Your next high-impact hire might be from a country with high unemployment but significant technical training, mobility potential and adaptability.
If your firm is struggling to fill specialist audit, tax or advisory roles globally, let’s discuss how we can access this talent pipeline together.
