That's a great question. If the manager receives, after the competition poster closes—let's say it was open for three weeks—a report from the HR professional that says, “Good news—you had 350 people apply for your poster”, well, bad news—you had 350 people apply.
There's a screening process that has to kick in. Again, if the planning has been done in advance and the screening tools are clear, then that can immediately start. However, a manager may say that they never expected this and that they're not sure how they're going to get down to the 30 or 40 they want to evaluate. They may call us and ask us if they can have a cognitive test, for example, applied to the 350 applicants. We would set that up. It has to be scheduled. Right now, a lot of our testing is done in situ. That's why we want to go towards Internet-based testing, which can accelerate the process as well. That all of a sudden adds some time to the process that maybe that manager hadn't thought about originally.
That's how things go from les voeux pieux, you know. You want to make this happen as quickly as possible, and all of a sudden it's added 30 days to the process.