That's a very good question.
Recruitment and retention is an issue. Take the example of one of our typical members who has just recently graduated and is a CPA. We want to attract the best and the brightest and they're looking for a job in the public sector, and all of a sudden it will take four months, six months, 12 months. They're not going to wait that long. They need a job right now. They need one to gather the experience. What we're seeing right now is that people are going to private sector firms because they can make you an offer within a week. They'll do an interview. They'll like what they see, have a couple of tests, and there you go. You have a job.
Can one of our members as an accountant have a potential career path to a CFO? Absolutely. There's a model, a way to get you there, but you want to make sure you have the skill sets, the experience and the competencies before you reach that certain level, and right now, because of staffing processes based on who you know, you might not have that opportunity. For example, if I need to have more managerial experience and I want to gain that experience, I apply for a position but unfortunately, because of the staffing process the way it is, I might not have that opportunity to gain that job, because I didn't know enough people.
Specifically for accountants, sometimes their networking skills aren't the best, so they don't know who to talk to. I can tell my own members, and I will tell them, that they need to go out there and do word of mouth, do activities, take part in volunteer work, anything to get their names out there, because unfortunately, the staffing system is broken. We're trying to make it work better but in the meantime, they have to do their best career path the way they can.