Hiring Tips From All Service Concierge

Published April 7th, 2015

 

Legal logistics of interview questions, reference checks and background checks.


Last week, a question was asked in a networking group in regards to what protocols to follow during an interview process. This is something that many of us struggle, as we are trying to find a balance between adjusting the interview to fit your company’s environment and still staying within the legal guidelines.


First, I would strongly advise that a company puts together an interview process which in detail describes what happens at each stage of the interview.  Each company should have a customized hiring process and it should be reviewed by your lawyer or a human resource specialist.  Some things you might want to consider are your state’s guidelines and regulations that protect the applicants from unfair hiring tactics.   There are many restrictions in what can be legally asked of the applicants and what data can be collected in order to narrow down your candidates.

 

When preparing your interview process, keep in mind to stay away from any questions that are related to the applicant’s:

  • Age
  • Race, ethnicity, or color
  • Gender or sex
  • Country of national origin or birth place
  • Religion
  • Disability
  • Marital or family status or pregnancy

Instead of asking if a candidate is a U.S. citizen you can ask “Are you authorized to work in the US?”


Instead of asking if a candidate has any disabilities you can ask “Are you able to perform the essential functions of this job, with or without an accommodation?”


Instead of asking the candidate if they were honorably discharged from the military you can ask “What type of training did you receive in the military?”


Conducting reference checks can be one of the most important steps in the selection process. We are surprised to hear about how many businesses skip this step. They either do not see the value of investing the time and resources into a reference check or are unsure of what questions to ask in order to help them make a decision on the candidate. Since past performance is often the best indicator of future performance, references will help you to determine if the applicant being considered would be a good match for your company.


Prior to making the calls, spend some time to make a list of questions that will be consistent throughout all of the reference calls. All questions should be job-related and fact based. You cannot ask questions during a reference check that you are prohibited from asking during an interview. If you already have an interview process, these questions would be listed in the manual and you would only need to adjust the list based on the position you are interviewing for.


Good tips to keep in mind when you call a reference:

  • Introduce yourself, your company and tell them you are calling about a  reference for a candidate you are considering
  • Ask if now is a good time to talk or whether they would rather schedule a call at a later time
  • It is beneficial to give a brief description of the role you are considering the applicant for
  • Ask a question and then listen – don’t be quick to ‘guide’ them to an answer

These are just sample questions but you would want to sit down with your team and determine what is important to your company and the position. Keep in mind you are interrupting someone’s day – make this call as short as possible. We, at All Service Concierge, ask questions that are based on facts and not someone’s opinion ex: Was the employee punctual? Were there any issues with tardiness or absenteeism? Instead of: do you think the applicant would be a good candidate for our company.

 

Don’t know where to start? Here is a list of questions to consider:

  1. Verify the candidate’s dates of employment, title and role
  2. Is the candidate eligible for rehire?
  3. What skills did the candidate bring to your organization?
  4. Is the candidate reliable and punctual?
  5. Is there anything else I should take into consideration before I hire this candidate?

Depending on the nature of your business a national background and criminal check might be necessary.  Due to the cost associated with this feature, many companies go with the ‘low cost’ option that is available via the Internet.  Please be cautious when utilizing ‘instant’ online background companies as they might not give you a full access to the candidate’s data.  We have compared a report ran by an ‘instant and cheaper’ company vs our current background check provider and were shocked at the difference in results.  The cost of a good quality background check will vary based on how many locations the candidates resided in and how many ‘alias’ names are available for that candidate.  At All Service Concierge, LLC our average background check per candidate costs $150 but some can go as high as $750 (especially if the candidate resided in NY, CA or outside of the country).   When interviewing background check agencies it is important to compare what is required of you in order to be able to utilize their services. A higher end agency will require an ‘on-site’ visit to audit your safety procedures.  Also, pay attention to the turn-around time of your reports.  Be cautious of the ‘instant’ or ‘semi-instant’ checks.  A good background check requires a ‘live’ person to confirm the results with the individual counties.  For us, we typically receive our reports back within 5 – 7 business days; however, we have waited up to 4 weeks for a handful of reports.

Published: January 5th, 2015

 

Are you starting off the New Year with a clearly designed marketing plan and have realized that your business might need an extra team member?  During the budget and goal planning stages, a business owner usually will star to re-evaluate their staffing needs.  However, most of us get discouraged by the amount of time it takes to screen the candidates and find the perfect match for your team.  Let us help you decide which of the six recruiting methods would work best for your company.

 

Local Newspaper:


You can post a help wanted ad in your local newspaper, which will appear in the classified section. For example, The Morning Call allows businesses to advertise their job hirings daily, and these ads start at $418. There are multiple ad sizes and design options available, but the price for the ad will increase with the add-ons and enlargements. You have the option to decide which day you want your ad printed and also if you wish to have it printed in other sections of the newspaper. 


Pros: 

  • Many advertising options, both small and large
  • Ad can be published on any day you would like, even the very next day
  • Newspapers can reach large numbers of people throughout the area

 

Cons:

  • Newspapers tend to charge relatively high costs
  • They are not conducive to last minute changes because of tight printing schedules
  • Large space ads are very expensive and their longevity is fleeting
  • Ads in newspaper tend to compete heavily with other ads on the page.
  • They tend to deliver only to an adult audience. If you have products targeted at teens or even college students, a newspaper probably won’t reach these people.

 

College Career Fairs:


Many colleges and universities offer job fairs throughout the year. These career fairs target new graduates and other current college students for internship opportunities, volunteer opportunities, part-time employment and/or full-time employment. The costs to attend college career fairs vary, depending on your company and also on what aspects you would like included, such as booths to advertise, food to eat throughout the day, and company profiles on their websites and in the expo directory. For example, Lehigh Carbon Community College occasionally has job fairs that may cost as low as $25 a person, but they may not include all of the items mentioned above. The annual Lehigh Valley Collegiate Career expo, which targets students from the 14 Greater Lehigh Valley and Berks County colleges and universities, may cost as much as $500-$775 for a few hours at the expo, and entitles employers to a 6-foot wide skirted table, 2 chairs, afternoon snack and hot lunch for two representatives, and a company profile on the LVCCE website and in the Expo directory.


Pros:

  • Employers and applicants can meet each other in person
  • You can offer on-the-spot interviews and speed up the hiring process
  • Employers can screen many candidates on the same day

 

Cons:

  • Jobs fairs feature an extremely limited time frame. An applicant might not be able to visit every employer whose openings interest him or her.
  • Employers must make quick judgments about applicants based on short exchanges and interviews
  • Applicants with strong resumes but weak interpersonal skills might not stand out at job fairs as well as they would when applying through a more traditional process
  • Job fairs can be costly for companies to attend and may not always be worth the money for the short amount of time being there

Social Media Recruiting:


Social Media recruiting has become a big platform for reaching and engaging with potential candidates. Most companies choose to pay for an advertisement to reach those who might be interested in their opportunity. Facebook, LinkedIn and Twitter are the main platforms that companies will utilize. When you decide to recruit on the Internet, make sure you spend time researching each social media platform to decide where your perfect candidate is spending most of the time. Ex: Facebook no longer attracts the younger generation – you will find them mostly on Instagram and Twitter. If you are looking for a candidate with previous experience, LinkedIn would be a great platform to utilize. Regardless of which site you choose, make sure you change your message based on the platform and the audience. 

 

Pros:

  • You can target very specific audiences, even more so than you can with your regular posts
  • You can even target your current clients and leads by uploading your email list
  • Social Media’s reach is enormous, connecting people from across the globe all in one place
  • Ads can help you grow your online fan base or bring traffic to your website


Cons:

  • Social media’s main goal is networking, not selling; people are not on Facebook because they are looking for an immediate job, they are there to get inspired.
  • Advertising overload causes people to stop paying attention to ads. It’s hard to make your ad stand out from the crowd.
  • It is difficult to tell exactly how many hits your ad is getting, as some users will see the ad and not click on it
  • Creating a page and maintaining your ads on social media is extremely time consuming

 

Monster.com:


Monster.com is a premier global online employment solution for people seeking jobs and the employers who need great people. Monster has over a million job postings, over 1 million resumes in the database, and over 63 million job seekers per month. You can choose 30 or 60 day job postings, and can purchase a job posting first and then publish it instantly, or buy up to 249 ads in bulk and save money on all of them. The cost to purchase one job posting to be published for 30 days is $375, and the cost to purchase one job posting to be advertised for 60 days is $395.


Pros:

  • Most job postings and resumes of any job site
  • Multiple search options
  • Monster offers advice about resumes, interviewing and salary negotiation
  • With their standard job posting, your job listing can also be put on various websites including Facebook, Twitter, Military.com and Jobs.com.

Cons:

  • Numerous "junk" postings; no way to filter
  • Online searches offer employers visual cues only, i.e. the absence of other pre-screening elements
  • Posting just one job or only a few jobs can be costly and may not necessarily lead you to the appropriate employees

Snagajob.com:


Snagajob.com is the largest job site for part-time and hourly job openings with over 250,000 job listings. It has been in the online job portal market for over 10 years, and offers the unique feature of searching for the job depending upon the number of hours you want to work. On snagajob.com, you can find hourly jobs ranging from managerial position to a simple clerical job. To post one job, it costs $79 a month, to post three jobs it costs $149 a month, which includes behavioral assessments, and to post 5 jobs, with behavioral assessments included, it is $249 a month.


Pros:

  • Offers comprehensive talent sourcing with multi-dimensional assessments and employment marketing solutions, as well as hiring management to handle the background check, tax screening and onboarding process
  • Has a separate search option dedicated to teens
  • People can search by zip code, location, part time, company, full time, position, and summer/seasonal teen jobs
  • Provides job tips and email alerts

 

Cons:

  • Only caters hourly jobs and does not offer other features
  • The search filter tends to get botched often
  • Targets mainly those interested in food service or retail positions
  • It is up to the employer to delete an old post after an applicant has been hired. This means that a job search on this site could be just as likely to turn up non-existent or as an outdated position as it will be to find a current listing

Craigslist:


Craigslist is a classified advertisements website with sections devoted to jobs, for sale, services, resumes, housing, personals, discussion forums, and more. It is updated daily by everyday people trying to sell, advertise their service, find employees, get volunteers, etc. The website is built around communities, and Craigslist now offers sites in hundreds of cities and many countries throughout the world. For the most part, all Craigslist postings are free, except for some things, such as posting for busy areas like Philadelphia.

 

Pros:

  • Unlimited services – you can post about anything you want and as much as you want
  • Can target people from certain locations
  • No fees to Craigslist
  • It’s completely anonymous. Searching for things doesn’t require a user ID and your e-mail is never used, unless one contacts a seller about a specific item. As the seller, your e-mail is never given unless you respond back to an inquiry.

Cons:

  • If you put your phone number in your original post, expect a few solicitors to call.
  • If you put your email address in your original post expect your spam box to get active.
  • Although many people use Craigslist to find an apartment or used furniture, some job seekers prefer to look for work through other channels, so there is a shallow talent pool on the site
  • You may get many responses from unqualified applicants

 

How we can help?

 

Our clients like that by utilizing All Service Concierge, LLC they do not have to worry about the costs and time requirements associated with recruitment. Our recruiting manager, Alyssa, screens each candidate and our on-boarding process consists of five stages: applications, phone interview, in-person interview, background check, references, client on-boarding, etc. The management maintains and updates all background records throughout the year and updates all necessary legal documents associated with the checks. If you would like to find out more about our process or have any questions about recruiting or hiring feel free to reach out to us. We can discuss this in more detail over a cup of hot coffee. 

And if you are interested in finding out more information about our team of Personal Assistants we would be happy to schedule a complimentary meet-n-greet. Let us handle your staffing needs while you focus on growing your business. As always, there are no minimums to utilize our services. Please note, on average it takes us 4-6 weeks to on-board a new client. Contact us early to make sure you give yourself plenty of time to go through our process. We look forward to hearing from you soon!

 

Published: June 10, 2014

 

Hiring Minors This Summer?

 

Looking to hire help for the summer and are wondering what are the laws for hiring employees under the age of 18?
 

  • Things to consider when hiring a minor!


When hiring a minor, keep in mind that their exact age during employment is very important.
Let’s look at the Pennsylvania State Laws for hiring a 15 year-old vs a 16 year-old.

Regulations for a 15 year-old:

During the school year (Labor Day through June 1st)
• The employee can only work from 7 AM to 7 PM
• They cannot work more than 3 hours in a day
• They can ONLY work a total of 18 hours in a week

During summer vacation: (June 1st – through Labor Day)
• The employee can only work from 7 AM – 9 PM
• You need to receive a written statement by minor’s parent/legal guarding acknowledging understanding of duties/hours of employment and they need to GRANT you permission for their child to work.

You need to have in their employment file:
• Work Permit
• permission statement
• copy of letter sent to the issuing officer announcing the employment of the minor

Regulations for a 16 year-old:

During the school year (Labor Day through June 1st)
• Employee can work between 6 AM – 12 midnight
• Can work 8 hours a day –
• Cannot work more than 28 hours per week

During summer vacation: (June 1st – through Labor Day)
• Can work up to 10 hours a day
• Can work from 6 AM – 1 AM
• Cannot work more than 48 hours per week
• After 44 hours the minor can deny extra hours

For all minors:
• Summer school – if the minor attends summer school they have to follow the school year regulations.
• You MUST give a 30 minute break for every 5 consecutive hours.
• They cannot work more than 6 days in a row.

If you are under 14 you are only allowed to:
• deliver newspapers to customers;
• babysit on a casual basis;
• work as an actor or performer in movies, TV, radio, or theater;
• work as a homeworker gathering evergreens and making evergreen wreaths; and
• work for a business owned entirely by your parents as long as it is not in mining, manufacturing, or other hazardous occupations..

Keep in mind – there are certain occupations that minors are NOT allowed to be hired for (regardless of their age).

Example:
• Crane operator
• Electrical worker
• Excavator
• Forest firefighting
• Meat processing
• Paint manufacturing
• Roofer
• Woodworking
• In establishment where alcoholic beverages are produced, sold or dispensed (some exceptions ex: hotel, clubs, restaurants)
• Mining

For those under the age of 16, prohibited occupations are:
• Amusement park ride attendant,
• Baker
• Cook
• Chicken catcher
• Construction worker
• Lifeguard – lake, river, beach (okay at a traditional swimming pool if at least 15 years old)
• Public messenger
• Switchboard operator
• Window cleaner
• In freezer or meat coolers
• On highways

** If you are home schooled, attend private school, or no school, a "school day" or "school week" is any day or week when the public school where you live while employed is in session.

What is required when hiring a minor:

 

  • The employer must notify the issuing officer in writing of the employment of a minor and detail the normal duties and hours of employment within five days after the beginning of employ¬ment and include the age and permit number of the minor. On termination of employment of a minor, the employer must notify the issuing officer within five days of the final day of employment that the minor no longer is employed by the employer.
  • You must post the ‘Abstract of the Child Labor Act Hours Provisions’ at your work place whenever you hire a person under the age of 18.

For more information on the Pennsylvania Department of Labor & Industry Child Labor Act please visit their page: http://www.portal.state.pa.us/portal/server.pt/community/child_labor_act/10517

Please note, this is for informational purposes only. We are not an HR firm - please contact a professional or view Pennsylvania's website for more details.

Published: January 2014


Are you ready to hire?

 

Are you starting off the year with a clearly designed marketing plan and have realized that your business might need an extra team member? During the budget and goal planning, a business owner usually will re-evaluate to see if the business could use another set of hands. However, most of us realize how much time it takes to hire the right candidate. Throughout the three years of existence, we have learned a thing or two about recruiting. This month, we would like to share with you some tips-n-tricks learned along the way.

 

Once a business owner has decided that an additional team member would be beneficial to the company, one should create a recruiting plan which should include a job description, hourly rate/salary, yearly goals etc. Once you have a well written job description there are many ways you can advertise your opening. Below, we will look into options available to you and the costs associated with it.

 

1. Local newspaper

You can post a help wanted ad in your local newspaper, which will appear in the classified section. For example, The Morning Call allows businesses to advertise their job hirings daily, and these ads start at $418. There are multiple ad sizes and design options available, but the price for the ad will increase with the add-ons and enlargements. You have the option to decide which day you want your ad printed and also if you wish to have it printed in other sections of the newspaper.

 

Pros:

 

  • Many advertising options, both small and large
  • Ad can be published on any day you would like, even the very next day
  • Newspapers can reach large numbers of people throughout the area

Cons:

  • Newspapers tend to charge relatively high costs
  • They are not conducive to last minute changes because of tight printing schedules
  • Large space ads are very expensive and their longevity is fleeting
  • Ads in newspaper tend to compete heavily with other ads on the page.
  • They tend to deliver only to an adult audience. If you have products targeted at teens or even college students, a newspaper probably won’t reach these people.

 

2. College career fairs

Many colleges and universities offer job fairs throughout the year. These career fairs target new graduates and other current college students for internship opportunities, volunteer opportunities, part-time employment and/or full-time employment. The costs to attend college career fairs vary, depending on your company and also on what aspects you would like included, such as booths to advertise, food to eat throughout the day, and company profiles on their websites and in the expo directory. For example, Lehigh Carbon Community College occasionally has job fairs that may cost as low as $25 a person, but they may not include all of the items mentioned above. The annual Lehigh Valley Collegiate Career expo, which targets students from the 14 Greater Lehigh Valley and Berks County colleges and universities, may cost as much as $500-$775 for a few hours at the expo, and entitles employers to a 6-foot wide skirted table, 2 chairs, afternoon snack and hot lunch for two representatives, and a company profile on the LVCCE website and in the Expo directory.


Pros:

  • Employers and applicants can meet each other in person
  • You can offer on-the-spot interviews and speed up the hiring process
  • Employers can screen many candidates on the same day

Cons:

  • Jobs fairs feature an extremely limited time frame. An applicant might not be able to visit every employer whose openings interest him or her.
  • Employers must make quick judgments about applicants based on short exchanges and interviews
  • Applicants with strong resumes but weak interpersonal skills might not stand out at job fairs as well as they would when applying through a more traditional process
  • Job fairs can be costly for companies to attend and may not always be worth the money for the short amount of time being there


3. Monster.com

Monster.com is a premier global online employment solution for people seeking jobs and the employers who need great people. Monster has over a million job postings, over 1 million resumes in the database, and over 63 million job seekers per month. You can choose 30 or 60 day job postings, and can purchase a job posting first and then publish it instantly, or buy up to 249 ads in bulk and save money on all of them. The cost to purchase one job posting to be published for 30 days is $375, and the cost to purchase one job posting to be advertised for 60 days is $395.


Pros:

  • Most job postings and resumes of any job site
  • Multiple search options
  • Monster offers advice about resumes, interviewing and salary negotiation
  • With their standard job posting, your job listing can also be put on various websites including Facebook, Twitter, Military.com and Jobs.com.

Cons:

  • Numerous "junk" postings; no way to filter
  • Online searches offer employers visual cues only, i.e. the absence of other pre-screening elements
  • Posting just one job or only a few jobs can be costly and may not necessarily lead you to the appropriate employees

 

4. Snagajob

Snagajob.com is the largest job site for part-time and hourly job openings with over 250,000 job listings. It has been in the online job portal market for over 10 years, and offers the unique feature of searching for the job depending upon the number of hours you want to work. On snagajob.com, you can find hourly jobs ranging from managerial position to a simple clerical job. To post one job, it costs $79 a month, to post three jobs it costs $149 a month, which includes behavioral assessments, and to post 5 jobs, with behavioral assessments included, it is $249 a month.


Pros:

  • Offers comprehensive talent sourcing with multi-dimensional assessments and employment marketing solutions, as well as hiring management to handle the background check, tax screening and onboarding process
  • Has a separate search option dedicated to teens
  • People can search by zip code, location, part time, company, full time, position, and summer/seasonal teen jobs
  • Provides job tips and email alerts

Cons:

  • Only caters hourly jobs and does not offer other features
  • The search filter tends to get botched often
  • Targets mainly those interested in food service or retail positions
  • It is up to the employer to delete an old post after an applicant has been hired. This means that a job search on this site could be just as likely to turn up non-existent or as an outdated position as it will be to find a current listing

 

5. Facebook advertisement

Businesses pay Facebook to show advertisements to people who might be interested in their message. The business creates the ad, sends it to Facebook, and describes who should see it, such as people who live nearby or enjoy babysitting and cleaning. Ads may be selected for Facebook users based on information they share on Facebook, such as Pages they like and other information such as age and gender. The cost of your ads on Facebook is up to you. You can choose between a daily or a lifetime budget, as well as a cost per thousand impressions bid (CPM) or cost per click bid (CPC). You'll only pay for the clicks or impressions you receive, up to the amount you set for your budget, and can view the cost of your ads in real time from your ads manager.

 

Pros:

  • You can target very specific audiences, even more so than you can with your regular posts
  • You can even target your current clients and leads by uploading your email list
  • Facebook’s reach is enormous, connecting people from across the globe all in one place
  • Ads can help you grow your online fan base or bring traffic to your website


Cons:

  • Social media’s main goal is networking, not selling; people are not on Facebook because they are looking for an immediate job, they are there to get inspired. Users log into Facebook to communicate with their friends and often do not take much notice of ads.
  • Advertising overload causes people to stop paying attention to ads. It’s hard to make your ad stand out from the crowd.
  • It is difficult to tell exactly how many hits your ad is getting, as some users will see the ad and not click on it
  • Creating a page and maintaining your ads on Facebook is extremely time consuming


6.Craigslist

Craigslist is a classified advertisements website with sections devoted to jobs, for sale, services, resumes, housing, personals, discussion forums, and more. It is updated daily by everyday people trying to sell, advertise their service, find employees, get volunteers, etc. The website is built around communities, and Craigslist now offers sites in hundreds of cities and many countries throughout the world. For the most part, all Craigslist postings are free, except for some things, such as posting for busy areas like Philadelphia.

 

Pros:

  • Unlimited services – you can post about anything you want and as much as you want
  • Can target people from certain locations
  • No fees to Craigslist
  • It’s completely anonymous. Searching for things doesn’t require a user ID and your e-mail is never used, unless one contacts a seller about a specific item. As the seller, your e-mail is never given unless you respond back to an inquiry.

Cons:

  • If you put your phone number in your original post, expect a few solicitors to call.
  • If you put your email address in your original post expect your spam box to get active.
  • Although many people use Craigslist to find an apartment or used furniture, some job seekers prefer to look for work through other channels, so there is a shallow talent pool on the site
  • You may get many responses from unqualified applicants

 

Do you have an interview process?


I would strongly advise that a company puts together an interview process which in detail describes what happens at each stage of the interview. Each company should have a customized hiring process and it should be reviewed by your lawyer or a human resource specialist. Some things you might want to consider are your state’s guidelines and regulations that protect the applicants from unfair hiring tactics. There are many restrictions in what can be legally asked of the applicants and what data can be collected in order to narrow down your candidates.

 

Do you process a bacground and criminal checks on your potential candidates?

 

Depending on the nature of your business a national background and criminal check might be necessary. Due to the cost associated with this feature, many companies go with the ‘low cost’ option that is available via the Internet. Please be cautious when utilizing ‘instant’ online background companies as they might not give you a full access to the candidates data. We have compared a report ran by an ‘instant and cheaper’ company vs our current background check provider and were shocked at the difference in results. The cost of a good quality background check will vary based on how many locations the candidates resided in and how many ‘alias’ names are available for that candidate. Here, at All Service Concierge, LLC our average background check per candidate costs $100 with the most we ever paid was $300.


When interviewing background check agency it is important to compare what is required of you in order to be able to utilize their services. Again, a higher end agency will require an ‘on-site’ visit to audit your safety procedures. Also, pay attention to the turn-around time of your reports. Be cautious of the ‘instant’ or ‘semi-instant’ checks. A good background check requires a ‘live’ person to confirm the results with the individual counties. For us, we typically receive our reports back within 5 – 7 business days; however, we have waited up to 4 weeks for a handful of reports.

 

How we can help?

 

Our clients like that by utilizing All Service Concierge, LLC they do not have to worry about the costs and time requirements associated with recruitment. Our recruiting manager, Alyssa, screens each candidate and our on-boarding process consists of five stages: applications, phone interview, in-person interview, background check, references, client on-boarding, etc. The management maintains and updates all background records throughout the year and updates all necessary legal documents associated with the checks. If you would like to find out more about our process or have any questions about recruiting or hiring feel free to reach out to us. We can discuss this in more detail over a cup of hot coffee.

 

And if you are interested in finding out more information about our team of Personal Assistants we would be happy to schedule a complimentary meet-n-greet. Let us handle your staffing needs while you focus on growing your business. As always, there are no minimums to utilize our services. Please note, on average it takes us 4-6 weeks to on-board a new client. Contact us early to make sure you give yourself plenty of time to go through our process. We look forward to hearing from you soon!

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