SAICA released the 2024 Assessment of Professional Competence (APC) results in April 2025, confirming a 34% improvement in overall pass rates compared to the prior sitting. The improvement is attributed to enhanced candidate preparation, updated study resources, and a more structured approach to the competency-based assessment format.
For employers and recruiters operating in the CA(SA) talent market, this is not just a headline statistic. It has direct implications for the size and quality of the newly qualified CA cohort entering the market, and for how businesses should approach their CA hiring strategies in 2025 and beyond.
What the 34% improvement actually means
A 34% improvement in pass rates does not mean that 34% more candidates sat the exam. It means that a significantly higher proportion of the candidates who sat the APC successfully achieved the required competency standard. The result is a larger cohort of newly qualified CA(SA)s entering the market than in recent years.
+34%
Improvement in APC pass rates in the 2024 sitting, per SAICA
Larger cohort
More newly qualified CA(SA)s entering the market than in recent sittings
Better prepared
SAICA credits improved preparation resources and structured competency training
Why SAICA attributes the improvement to preparation
SAICA has been deliberate in its efforts to improve candidate readiness for the APC. Key changes include:
- Updated study materials: SAICA revised its official APC preparation resources to better reflect the competency-based format of the assessment.
- Increased focus on professional competencies: Beyond technical knowledge, the APC tests candidates on professional skills including communication, ethics, and judgement. Training providers have adapted their programmes accordingly.
- Better candidate guidance: Training offices and professional development providers have improved the quality of support they offer candidates in the months leading up to the APC.
The result is a cohort that is not just larger in number, but arguably better prepared for the demands of professional practice.
Implications for the CA(SA) talent pipeline
For employers, the 2024 APC results present both an opportunity and a challenge. The opportunity is clear: more newly qualified CAs are available. The challenge is that a larger cohort, combined with reduced international demand for South African CAs, means that competition for the best candidates is intensifying at the local level.
Businesses that move quickly and have a compelling employer value proposition will secure the strongest candidates. Those that delay or rely on passive recruitment will find themselves competing for a smaller pool of available talent as the best candidates accept offers.
What employers should do differently in 2025
The improved pass rates create a window of opportunity, but it requires a proactive approach:
- Start the process earlier: The best newly qualified CAs receive multiple offers. Engaging candidates before or immediately after results are released gives employers a significant advantage.
- Prioritise candidate experience: A larger cohort means candidates have more options. Employers who offer a clear career path, competitive remuneration, and a positive interview experience will win the best talent.
- Use specialist recruitment: Generalist recruitment platforms struggle to surface the right CA candidates quickly. Specialist finance recruiters with direct access to newly qualified CAs can significantly reduce time-to-hire.
- Look beyond the CV: With a larger cohort, the ability to assess candidates beyond their academic record becomes more important. Video profiles and structured competency assessments help employers make faster, better-informed decisions.
The broader context: a strong CA(SA) market
The 2024 APC results sit within a broader trend of strengthening in the CA(SA) talent market. Reduced international demand, improved local career opportunities, and a growing recognition of the CA(SA) qualification as a globally competitive credential are all contributing to a more dynamic local market.
For employers who have historically struggled to attract CA talent, the current environment represents a genuine opportunity to build the finance teams they need. The key is acting with speed and intention.