That's right. Twelve were reduced in 2012-13. That resulted in some loss of personnel who had been manning them. What we're doing right now is re-equipping the recruiting group with those personnel to be able to process files. There has also been a shift in how files are processed. Earlier, a question was asked about a guy or a gal presenting themselves to do the recruiting. Now we encourage online applications, and most of our recruiting hits come from there. That is how they are coming in to be seen. I think that's important.
If I could also quickly talk about.... You mentioned going and getting people specifically. We have moved away from large newspaper advertising campaigns because the research shows that where you get the most bang for your buck is through social media. But it's not unique. At the same time, we are doing other campaign efforts to make sure that we attract very specific groups.
We have groups that are working towards their initiatives, working to attract indigenous candidates to come work with us. Some of these programs, like Bold Eagle and Raven, are experiential. You bring them in for a period of time, expose them to what the military does, and pay them while they're doing training like any other recruit, and they are given the opportunity to participate in that. It's experiential.
We'll do the same thing with the women in force programs that are going to take place both in Borden and in Saint-Jean—two pilot projects, one in an August time frame and the other one in the fall—where we're going to bring in women to have a chance to see what it's like so they experience this as well.
Finally, there is a tremendous amount of outreach that goes on within specialized environments. For example, our surgeon general has a four-man recruiting team that looks specifically to recruit medical personnel, reaching out to medical faculties across Canada to let people know what they have the opportunity to do by joining the Canadian Forces as medical people.