Obviously, recruitment is our daily bread. We think and dream and sleep recruitment. We're always constantly looking at ways that we can do a better job in terms of reaching Canadians, reaching the talent where it is, wherever it may be in the country, and ensuring that, within the public service itself, managers are as open as possible to finding talent across the country, including in some cases sometimes, not very far, just looking at people like veterans who are available on the priority list. We've made some progress over the last little while. Now we've placed about 477 veterans with the new entitlement, but again, sometimes the answers to the recruitment needs are very close by and very evident and are people who have already served this country.
Other answers involve tapping into pools that we've not necessarily tapped into before and, of course, students and graduates and young people who have a lot to contribute have to be a priority. Our systems are too focused on internal replacement. Managers are constantly chasing after.... When Sally is retiring, we're looking for the best person within the unit to replace Sally instead of maybe thinking about whether to restructure the unit and look to the post-secondary recruitment pool that we've established and bring some people in. Then invest in nurturing, mentoring, supporting, learning and development basically to build the public service of the future.
If we don't change our approach, we're going to find ourselves in a crisis in a few years because we know that retirements are happening. They're happening now. They're going to be coming. We haven't sufficiently recruited from outside to be able deal with that replacement. We have a fantastic public service that's supported by men and women from across the country. As they leave, we need to make sure that we have the replacements. That's why student programs, revamping our post-secondary recruitment, making it a lot more attractive, sometimes jazzing up our advertisements so that we don't look as bureaucratic as we may be; those are things that we want to do.
On diversity, again, the more we open to the outside, we find that automatically we get more diverse applicants. The people are out there. The pools are out there. We just have to open the doors.
I could go on.