The recruitment and retention is focusing on the environment.
So you've got the retention. We're dealing with a large number of younger audit professionals who are very attractive to government. We are fighting against the same benefits that exist outside of government. We've focused on the flexibility in the work we do. That is the retention side. And we do surveys every two years. We've just gotten the results, and satisfaction still seems to be strong.
The recruitment is a combination of issues, the biggest one being the students coming in. We are still hiring. And in Ottawa we are still doing a significant hiring of the accounting graduates. So it's absorbing them in and establishing them, and integrating them to develop that employee engagement. And it has been successful. Our turnover rates at the young level, which is the crucial one.... In public firms, it could be close to 18% to 20%. We have a turnover rate of between 10% and 13%, and they are going to government. Actually, when you think about it, it's for the greater good. We are recruiting, training, and contributing, as opposed to losing. So the success has been there, and we've got to keep an eye on it.