Firms across the state are facing a dual challenge: too few new professionals entering the field and too many seasoned experts nearing or accelerating retirement.
Kency Duarte
Across our state of Oklahoma, one of the most common challenges we see often from business leaders is not necessarily about technology, regulation, or even inflation, but about people. Companies of all sizes are feeling the strain of workforce barriers, from hiring and retention struggles to an increasing shortage of professionals in specialized fields like accounting and finance. Labor costs remain a significant challenge for Main Street businesses, particularly in finance and firms struggling to fill open roles.
The reality is that workforce barriers are showing up in multiple ways. Many businesses are experiencing high turnover as employees look for more flexible arrangements or career development opportunities elsewhere. Others are finding it difficult to recruit qualified candidates in the first place, with fewer people entering the workforce in areas like public accounting. Fewer students are taking the CPA exam, and fewer still are completing the full requirements.
Firms across the state are facing a dual challenge: too few new professionals entering the field and too many seasoned experts nearing or accelerating retirement. At the same time, entry-level employees often need additional training before they’re ready to take on responsibilities that businesses urgently need to fill. The implications are clear: if companies can’t find the right talent, their ability to meet customer demand, innovate, and plan future growth is under real strain.
That said, I believe workforce barriers can be a growth opportunity if approached strategically.
First, invest in your current team. Offer training, mentoring, and leadership paths to grow from within. I’ve seen businesses significantly reduce turnover when employees see a future in their roles.
Second, lean into local partnerships. Oklahoma has robust career programs and engaged colleges eager to collaborate on internships, customized training, and recruitment pipelines. Our firm has partnered with these programs and tapped into these resources to bring in motivated talent and create sustainable pathways into our team.
Educators and workforce leaders are also working on big ideas: Oklahoma’s Workforce Commission recently announced a goal to raise labor-force participation, with particular focus on groups that have historically faced barriers to entering or staying in the workforce, such as younger workers and caregivers. Momentum like this reinforces the importance of businesses stepping up to invest in talent development.
Flexibility matters too. Hybrid schedules, part-time arrangements, or compressed hours can be powerful differentiators when recruiting. Some firms are also exploring outsourcing accounting tasks, giving their remaining staff room to focus on higher-impact work or professional development.
Ultimately, overcoming workforce barriers requires adaptability and a shift in mindset. When we invest in development, collaborate with educational institutions, and build flexibility into how we work, we don’t just fill seats; we create ecosystems where talent thrives. That resilience strengthens both our businesses and the communities we serve.
Let’s reframe workforce barriers not as obstacles, but as catalysts for innovation, investment, and impact across our state of Oklahoma.