Helping Mazars achieve growth with modern skills

As one of the biggest names in its industry, Mazars is trusted by a host of firms to deliver audit, tax and advisory expertise to businesses across a range of sectors. This also means that it needs talent who are ahead of the curve with knowledge and willing to develop, keeping pace with skills of the future while enabling commercial growth.

The skills gap faced by modern auditors

Mazars had launched a transformation strategy which consisted, in part, of bringing in new talent, reskilling and upskilling where there were areas of demand.

While some of the emphasis on this strategy was to promote growth, another element of this was to deal with the changing role and practices of the auditing profession, with a view to covering current and emerging skills gaps. BPP’s own research has previously highlighted the impact of machine learning, AI and automation on a number of industries, including audit.    

For example, as the audit profession becomes more automated, employees can spend more time analysing and reporting on the outputs, rather than managing a volume of mundane tasks. In addition, the application of machine learning means that every transaction can be vetted to identify potential anomalies that can be investigated.

The new methods available for a modern auditor therefore requires new skills. They will need to work alongside evolving technology and be familiar with machine learning, blockchain, robotic process automation and new analytic methods. It also means auditors have more time to assess the implications of their audit, with more time to invest in communicating those findings to the business. In essence, auditors such as those at Mazars would need greater communication and soft skills, on top of the ability to work with new tech.

Mazars’ strategy would also address the pending skills gaps born from newer technologies and way of working for audit professionals. This would require upskilling programmes to be part of the training pathways to meet the digital transformation requirement.

Why did Mazars choose BPP for this brief?

Beyond the reputation as a leader within the apprenticeship market, BPP were already supporting Mazars in other apprenticeships areas. BPP were able to support where demand was required for further development programmes and apply Professional Development and digital modules to the apprenticeships.

“BPP already had the infrastructure in place to cope with the demand from the business as Mazars continues to grow, understanding the importance of future skills.” Miranda Smith, Head of Leadership and Executive Development at Mazars.

Our solution

BPP worked with Mazars to identify and create bespoke modules that supported the digital skills requirement for its audit professionals. In addition, BPP incorporated these digital modules as part of the apprenticeship within ACA for Audit, Accounting and Outsourcing and TAX service lines. Additional guidance from BPP’s dedicated School of Technology also plays a further part in aiding clients, such as other professional services firms, through digital change and adopting new skills.

Another facet of the solution included an MSc apprenticeship option to upskill staff in advanced data analysis and communication techniques. This would equip qualified staff with the right strategic and technical skills, enabling delivery of the best possible service to clients.

“Knowing BPP had the expertise in the School of Technology gave us the confidence in their proposal and also allowed us to create a Level 7 Master’s programme in digital and technology solutions for some of our intake which has enabled us to create specialist focus on future skills.”

A common challenge within the professional services sector is adoption to change or new ways of working. To combat this, the business would be encouraged with buy-in from senior leaders within Mazars.  While change needs to be driven from the very top, it also needs to resonate with employees within different roles and levels within the structure. As such, BPP’s approach included development opportunities for all staff to ensure a minimum digital skills benchmark to encourage transformation, specialist programmes for experts within a business to aid futureproofing, and development of data and tech skills to help the business monitor and build solutions within a business setting.

BPP’s wider work and constant analysis of the skills landscape means that solutions are researched and developed on a constant basis. In this case, it featured experience within the tax and accountancy world, having currently worked with leading firms in these realms. In addition, BPP’s Capability+ approach can help any business identify digital and data skills gaps, which in turn helps to recognise the relevant training or upskilling requirements. Part of this also involves research and consulting with major firms to monitor the changing skills landscape, with training for all levels of seniority considered for any business.   

The ROI and success factors

As a result of the approach, Mazars recognised the shifting mindsets of its early careers talent through the digital programmes on offer to adapt with change occurring within the business. Feedback from the modules and enhanced programmes has been positive, while Mazars has seen more demand from senior employees in supporting junior members of staff. BPP have also supported the digital upskilling of senior staff members by creating a digital skills for professional services programme, with positive feedback already after starting in 2021.

The latency between training and skills being deployed was also short. With the MSc option, senior employees would undertake a professional work-based project. This meant an instant impact to the business from the programme, enabling talent at Mazars to add value to the business immediately.

In addition to laying the platform for efficiency and growth, BPP has enabled Mazars to offer a seamless career pathway for employees that focuses on all round development: “What’s great about the apprenticeship, is that it focuses on their skills and behaviours development as well as the technical skills, particularly the importance of reflective practice, and passing the End Point Assessment gives both us as a firm and the trainee validation for the investment in their apprenticeship training.”

We make sure that our approach and delivery of apprenticeships is built to work with what your business needs as part of any overall strategy for growth, transformation or otherwise. This includes research and a measured response to thrive across all levels within an organisation.

If you want to learn more about how we do it, or discuss the potential of apprenticeships within your business, request a callback and speak to one of our expert advisers.