Yes, and we've tried. We've had some pilots to look at using plain language. I don't know if I talked about it at this committee, but we compared job ads that we had to standards in top-performing organizations and determined that we rated something like a point zero or a 0.5 compared to 70 or 80 or whatever on this tool that we used.
We've made some modifications. We've attempted to jazz things up a little bit, make it more attractive, talk more about the organization that people would be joining rather than warning them about meeting all these criteria.
There's still much more work to do. We still have managers who fall into the comfort of saying, “If I add five more criteria, I'm going to reduce that 350 down to a manageable level” or something like that, not understanding that they're actually complicating the process and alienating good candidates that normally should apply.