We're coming to that one as well.
One of the things we're doing is measuring within each of our recruiting initiatives which ones give us more bang for the buck. We're finding that some of the initiatives we've done—we're doing an analysis of that problem—are getting low rates of return. However, some of the initiatives we're doing are paying off great. We bring aboriginal youth from northern Canada into places like Calgary, and we get them through and give them bespoke care when they come through the recruiting centre. That's paying great dividends. That is what we're doing on that. We're also measuring the programs we have under way right now to figure out if they're effective or not, and then changing those to do it.
There was great work that was done by the army this summer when they ran their bold eagle program. They looked specifically to where we want to prioritize where the candidates came from. From there, they're analyzing that.
Next year, they're going to put more emphasis on remote locations that have access to units that actually operate...so small detachments of the reserve that might be in places like Battleford, like Regina. Those ones are going to be identified, and then the population surrounding them, to attract them. Those young people, after doing a program such as bold eagle, will then have the opportunity to join a reserve unit and go work there.
That's on the reserve front. On the regular force as well, we're specifically setting up campaigns to attract the youth to do that.