Mr. Chair, this is a question that consumes me, and I'm very focused on it. I'm not going to get into the exact figures here, but what is important is that we focus on both ends of this problem: recruiting and retention.
In terms of recruiting initiatives, what we're doing for this year is staffing our recruiting system to 100%. We are staffing our recruit training system to 100%. We're looking at making efficiencies in our personnel production pipeline so that recruits flow through that pipeline in a more efficient manner so that they are ready to be operationally deployed much faster.
At the front end, the attraction campaign is being much more focused. There are upgrades to customer service aspects of our recruiting website, understanding that much of the recruiting is going online right now. We're making more changes to the marketing content of our recruiting online presence and talking about the contract options, talking about the different 100-plus occupations that are out there.
There's a big myth propagated by Hollywood that when you join the military, you're going to have a big rucksack and carry a gun. Yes, that's true for a small number of our occupations, but a vast number are very different. There are a tremendous variety of different occupations that Canadians of all ages can go into.