We have great opportunities in sales, marketing, production, systems and technology. The list goes on. So we advertise not only in our own paper but in other targeted publications as well and use that broad recruiting strategy I talked about to get our message out there to job seekers and potential job seekers. In general I think people are looking for a workplace that values their input, allows them to express creatively, gives them the ability to make an impact and gives them a sense of ownership. I also think today's candidates are looking for increased flexibility in their jobs.
Environment can also be a very individualistic thing for companies.
For example, with a lot of tradition here, we are fortunate to have very low turnover because most of the people who come to The New York Times are at the pinnacle of their careers. Traditionally they don't come here early in their careers, but have made a few stops along the way. What I continue to learn and appreciate is that you can't be passive in recruiting, you can't always rely on a brand name, and candidates have access to more information than they ever have before. There may be a process of hiring, but you have to understand and accept that while sometimes that process will work, sometimes you have to be willing to change to meet the situation. You've got to be nimble.