March 2013

My 3 Biggest Fears as an Internal Auditor

Reading Time: 3 minutes Internal auditing is a rewarding career. Stakeholders trust internal auditors to evaluate policies, processes and procedures to determine if organizations are adequately mitigating risks. This is a huge responsibility. When things are going well, clients often view auditors as the “traffic cop” or a “necessary evil”. However, one of the first questions asked when a control breakdown occurs is “Where were the auditors?” or “Why didn’t the auditors catch this?”. It is a double edged sword. Often practitioners are met

IIA General Audit Management Conference APP…Yes there is an app for that too!

Reading Time: 3 minutes The Institute of Internal Auditors (IIA) has made great strides to propel the auditing profession into digital and social media. There are digital editions of the Internal Auditor magazine. Additionally, there is a magazine app (see review here title blah). The organization periodically offers free members only webinars. The CEO, Richard Chambers is very active on twitter and there is a Facebook presence. Most recently, the organization notified its members of an app for the General Audit Management Conference. The conference is in its 34th year and is billed as “The Essential Experience for CAE’s”. I will be attending and presenting at this conference. Therefore, I am very excited about the app. I’m excited about anything that can make my life easier. I have used other conference software apps and

Internal Audit Talent Management

Reading Time: 3 minutes Internal Auditing is a profession that requires diverse skill sets. For example, there are auditors who specialize in construction, medical billing, pharmaceuticals, and information technology. Additionally, jobs for auditors seem to be fairly plentiful. As a result, hiring, developing, and retaining talented audit professionals can be a challenge. When faced with hiring dilemmas, auditors tend to place the blame on many external factors such as no funding/support or lack of local qualified talent. This may very well be true, however, the real talent problem may be more close to home and directly related to how we search for talent.

Take, for example, most internal

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