The issue of the decrease in below 35 is being addressed through a lot of the discussions on recruitment across government. Part of that was brought forward by the commission raising a bit of a red flag to the concerns we had. The commission was the holder of the statistics to indicate that we were concerned that that age group was dropping within public service.
Because we hold a lot of statistics, we're now happy to say that it is slowly increasing as hiring is picking up. Maybe not increasing at the pace we would hope it should, except that what's happening is there is further discussion and more awareness is being drawn. I think what we've done is basically continue to develop the creation of pools of students, of people who are ready for hire and who are below 35. We do have, and make accessible, pools of prequalified people to have access to public service.
We do external outreach. We also do internal outreach to make people cognizant of this. We're working very closely with our colleagues in the chief human resource office to basically start determining what kind of internship programs we could be putting forward to attract millennials, attract talent.
The attraction itself is not necessarily difficult. We can recruit. It's the retention aspect. Are we offering them the right jobs? Can we retain them? That is also being reviewed as to how to do the proper on-boarding to ensure retention, so these people can see that there are amazing careers you can have in public service.
In universities we've changed our approach. We do a lot more promotion of the types of careers you can have, such as science, veterinary science, policy, so there's a lot more of that outreach aspect. We are attracting that talent. We need to be better at it, though. Part of it is to make ourselves a more attractive employer.