I think there's a sense of it being on the one hand and then on the other. It's about how they actually get and win the job and be competitive and carry out the business, and yet they also feel that responsibility of bringing along the young people and putting it in there. Employers would welcome any type of program that actually assists them so that they are not at a competitive disadvantage in doing that. If it's creating more overhead in bringing along the people as they're learning to do the jobs and learning to do those ones, it's a burden on the employer as they try to be competitive on whatever project they happen to be working on.
There's a keen interest in developing them and putting them on. Some of the employers are concerned that there's a fair bit of mobility among engineers and that people move firm to firm, so if they invest in that and then the next firm ends up hiring them and so on. But I think if it's done on that kind of subsidized basis through some type of assistance in helping people through that internship period, of getting them in for the first couple of years, and once people are in.... The real challenge with the engineering one, with that whole paradox, is that most of the engineering guys are bright young folks, and they end up getting a job someplace. They don't necessarily end up in engineering. If their first job isn't in engineering, then their career will go off into that path and they are kind of lost to the whole engineering profession, so you end up with the shortage as you come to the experienced ones.