Foundation Training Program Module 9 Approaches to Recruiting

Training Workbook

Produced by: Next Level Exchange 214.556.8000 - www.nextlevelexchange.com

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Module 9: Approaches to Recruiting Chapter 1: Crafting your Introduction

“The only person you are destined to become is the person you decide to be.” -Ralph Waldo Emerson

Types of Candidates Keep in mind the “why” behind your recruiting efforts; clients pay you to identify, attract, and evaluate those candidates they wouldn’t necessarily be introduced to on their own. Develop a discerning nature as you evaluate each candidate you speak with in order to ensure you are bringing the value your clients pay you to bring!

Benefits of the Active Candidate Market 

______________ and have a high sense of urgency

1.

 Cooperative with working with your process  Less up-front 2.______________ involved  Typically open to a wider range of opportunities  Easier market to identify

Challenges of the Active Candidate Market  High sense of urgency might force the candidate to take a short term fix while still searching for a long term solution  Higher likelihood of candidate receiving multiple job offers  Be aware of all resume or 3.______________ activity with other recruiters Copyright © 2010 Next Level Exchange - All rights reserved. Unauthorized duplication prohibited.

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Module 9: Approaches to Recruiting Chapter 1: Crafting your Introduction

Benefits of the Passive Candidate Market  These candidates are performing well, compensated fairly, and relatively satisfied – which are exactly the types of candidates your client want to hire!  These candidates don’t talk with every recruiter out there, but they do 1.______________ with a select few

Challenges of the Passive Candidate Market  Because these candidates are relatively content, you must have a great 2.______________ to catch their interest  You must truly understand the motivating factors behind what they are looking to 3.______________ from making a career move  May have a higher likelihood of individuals backing out during the interviewing process

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Module 9: Approaches to Recruiting Chapter 1: Crafting your Introduction

Recruiting Objectives: Objectives must be VMA:  Valuable  Measurable  Achievable Objective #1: 1.______________ the candidate!  Either for your top priority search, or perhaps for other searches on your plate or the plates of others on your team  Recruiting the candidate does not mean that you have convinced them to resign tomorrow – it simply means that they are open to the possibility of considering a new opportunity Objective #2: Learn enough to know with what and ______________ you should call in the future

2.

 If not this opportunity, what opportunity? If not now, when?  What insightful information can you bring to the next call (industry insights, salary survey information, competitive intelligence, etc)?

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Module 9: Approaches to Recruiting Chapter 1: Crafting your Introduction

Objective #3: Solicit direct referrals or name gather indirectly  Possibly gather information on the structure of the department, recent hires, or new promotions Objective #4: 1.______________ client development opportunities  Even if you are not speaking with the decision maker, others within the department or team may give you some inside information about current or upcoming hiring needs Objective #5: Gather information that will make you smarter for your next call  Discover new products, projects, or offerings  Learn about industry announcements, mergers, or trends  Better understand terminology, roles, and responsibilities  Gather any and all information that will help you become a market master! Objective #6: Send an 2.______________ or mail business cards  Maximize the chances that if and when this individual wants to reach you in the future, your information is within reach! Copyright © 2010 Next Level Exchange - All rights reserved. Unauthorized duplication prohibited.

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Module 9: Approaches to Recruiting Chapter 1: Crafting your Introduction

Why Script your Presentation? 1. Through 1.______________, you will have a more compelling and differentiating approach than other recruiters 2. You will sound more confident and more professional  Your prospects will decide in 15 seconds or less if they want to continue to invest time with you 3. It will ensure that you don’t leave out any important details or critical information 4. You can select sophisticated 2.______________ that sell and paint a picture

Four C’s Model: Increase the probability for establishing trust and legitimacy early in the conversation:  Concise Introduction  Clear Purpose  Compelling 3.______________  Call to Action

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Module 9: Approaches to Recruiting Chapter 1: Crafting your Introduction

Concise Introduction Examples:  “Jim, Karen Schmidt with Next Level. I’m an executive recruiter specializing in the placement of Biochemists and R&D Scientists within the biotech industry, specifically within clinical research.”  “Good morning, Jim – Karen with Next Level. I lead the Private Wealth Management Practice which exclusively places advisors whose revenue production is over $1 million annually.”  “Jim, Karen Schmidt with Next Level, an executive search firm based locally in Ottawa. I’m the director over our consumer products practice specializing in Category and Trade Marketing Managers and Directors, specifically in the province of Ontario.” Use the Backpack Theory to test the concise nature of your introduction!

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Module 9: Approaches to Recruiting Chapter 1: Crafting your Introduction

Clear Purpose Examples:  “My purpose is two-fold – first, I have a senior level opportunity I am working on for one of my top clients, and second, I wanted to learn enough about your situation to know when and about what I should be giving you a call about in the future.”  “I understand you manage one of largest books of business that ABC Wealth Management Fund has, is that accurate?”  “I have several opportunities that I’ve been engaged to fill here in our own backyard, but that is not the primary purpose of my call today.”

Make sure that your candidate understands what’s in it for them to invest some time with you. Remember that in general, candidates are looking for professional development, competitive insights, compensation or salary information, or tips on how to increase their 1.______________ within their organization.

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Module 9: Approaches to Recruiting Chapter 1: Crafting your Introduction

Compelling Connect Examples:  “I’d like to share with you the details of specifically who I’m working with, what they are looking for, and what they are offering.”  “We have been 1.______________ by a client that is seeking to add a senior financial advisor to their team, and I would like to see if there is any potential, mutual interest in having a conversation with our client. After you and I talk, you will be in a very good position to determine whether or not to take this discussion to another level.”  “My team has worked for over (# of years) in the industry, connecting with key players such as you who at some point will be taking their next career step. What matters to you is that our retention rates of candidates we place are second to none, because my primary purpose is to understand what key individuals are considering as their next move and to share with them what my clients have on the horizon when the time is right.” Avoid sharing why you want to speak with this candidate; instead, clearly articulate why they should want to talk with you. Copyright © 2010 Next Level Exchange - All rights reserved. Unauthorized duplication prohibited.

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Module 9: Approaches to Recruiting Chapter 1: Crafting your Introduction

Call to Action Examples:  “Although I’m not 1.______________ that you are looking to make an immediate change, I can promise you that their story is unique, and the few minutes invested in listening to that story will be time well spent. If now is convenient, I’ll start by simply asking you (insightful question).”  “Sharing their story will take just a couple minutes. Does it work to have that conversation now, or would you prefer that I call you on your drive home tonight?”  “I have five questions to ask you, the answers to which will allow both you and I to determine if now is even an appropriate time for you to consider a possible career move. Regardless, it’s important for you to know enough about us to understand what we have to offer and how to best use us as a resource in the future. Do you have five minutes now or should we schedule a time tomorrow?”

If you are going to provide an alternative time to speak, don’t leave it open-ended. It is easier for a candidate to select one of two options, as opposed to resisting the follow-up conversation entirely. Copyright © 2010 Next Level Exchange - All rights reserved. Unauthorized duplication prohibited.

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Module 9: Approaches to Recruiting Chapter 1: Crafting your Introduction

Example Recruiting Introduction:  “Jim, Karen Schmidt with Next Level. I’m an executive recruiter specializing in the placement of Biochemists and R&D Scientists within the biotech industry, specifically within clinical research. My purpose is two-fold – first, I have a senior level opportunity I am working on for one of my top clients, and second, I wanted to learn enough about your situation to know when and about what I should be giving you a call about in the future. I’d like to share with you specifically who I’m working with, what they are looking for, and what they are offering. Although I’m not assuming that you are looking to make an immediate change, I can promise you that their story is unique, and the few minutes invested in listening to that story will be time well spent. If now is convenient, I’ll start by simply asking you (insightful question).”

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Module 9: Approaches to Recruiting Chapter 2: Types of Recruiting Presentations

Direct Recruiting Approach The direct approach is just how it sounds - a call in which you ask a potential candidate if he or she is interested in an, or your current, opportunity. A direct close following the body of your direct recruiting presentation could be, “What are your thoughts about this opportunity for you, both personally and professionally?”

Benefits of the Direct Recruiting Approach  Helps cover more market in less time, as the call is pointed in a “yes or no” direction  Helps you come across as direct, no-nonsense, and confident – which can be helpful with larger ______________

1.

 Great for non-recyclable searches where the intent is to get on the call, determine interest, and move on

Challenges of the Direct Recruiting Approach  May come across as knowing what’s best for a candidate prior to getting to 2.______________ the candidate first  Difficult to establish candidate 3.______________  Difficult to transition into a two-way dialogue after setting up the call in a “yes or no” manner

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Module 9: Approaches to Recruiting Chapter 2: Types of Recruiting Presentations

Direct Approach: Clear Purpose Script  “I have been engaged by a client that is seeking to add a senior financial advisor to their team, and I would like to see if there is any potential, mutual interest in having a conversation with our client. After you and I talk, you will be in a very good position to determine whether or not to take this discussion to another level.”

Indirect Recruiting Approach The indirect approach is designed to either present your opportunity and ask for referrals or recommendations or to leverage your opportunity as a way to show legitimacy and redirect the conversation back to the candidate. Examples of indirect closes could be “Who do you know who may be qualified for this opportunity” or “Let’s put what I just shared with you on hold for a second; tell me about how your background compares to what I just described.”

Benefits of the Indirect Recruiting Approach  Sets the stage for a 1.______________ conversation, versus one where you are trying to plug the candidate into your current opportunity  Great approach if you are unsure as to if who you are calling is a direct fit for your opportunity  Adds control because the candidate has to request ______________ for the position

2.

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Module 9: Approaches to Recruiting Chapter 2: Types of Recruiting Presentations

Challenges of the Indirect Recruiting Approach  Tough to solicit referrals when you have not yet demonstrated the law of 1.______________  Lends itself to longer conversations Indirect Approach: Clear Purpose Script  “My purpose is two-fold – first, I have a senior level opportunity I am working on for one of my top clients, and second, I wanted to learn enough about your situation to know when and about what I should be giving you a call about in the future. I’d like to share with you the details of specifically who I’m working with, what they are looking for, and what they are offering.”

Effective Indirect Transition Questions:  Redirect the conversation to have candidates open up about their favorite subject - 2.______________! o Craft an open-ended question that allows you to stop talking, and start listening  Ask a high-gain, yet easy to 3.______________, openended question o Gather information about who this candidate is, such as background, tenure, skill set, or future aspirations Copyright © 2010 Next Level Exchange - All rights reserved. Unauthorized duplication prohibited.

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Module 9: Approaches to Recruiting Chapter 2: Types of Recruiting Presentations

Market Mastery Approach When using the Market Mastery Recruiting Approach, there is not a specific opportunity used as a “hook”; instead, the “hook” to reel a candidate in is your commercial about you and your firm. The purpose is to be touting your market experience, your expertise, and the benefits of having a recruiter like you aligned with them.

Benefits of the Market Mastery Recruiting Approach  You are truly acting as a 1.______________  Great approach if you don’t yet have a client or an opportunity that you can reference on initial candidate recruitment calls

Challenges of the Market Mastery Approach  If you do not have a strong history or strong ______________ about your organization, it will be

2.

tough to attract top candidates  Candidates may prefer to speak with a recruiter who can cite specific clients and opportunities

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Guiding Principles for Recruiting Principle 1: Do not share the 1.______________ of your client prior to sharing the story of your client Principle 2: Look at your client through the 2.______________ of your candidate Principle 3: Turn soft statements into hard facts o Soft Statement: “They are a fun company.” o Hard Fact: “They recently were awarded the “Best Company to Work For in California” due in part to their monthly team baseball outings to AT&T Park in San Francisco, the work they do through their charitable foundation, their flexible work schedules, and most recently their annual ski trip, where they just returned from taking all employees and their spouses on an all-expenses paid trip to the Swiss Alps.”

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Pillar #1: The Company When selling the company itself, there are several areas that can be highlighted – the size of the company, the number of years in business, the history of growth, the physical location of the company, and the culture of the organization.

Benefits of a Smaller Company  Recognized as more than just a 1.______________  Family atmosphere  Opportunity to go straight to the top with an idea, issue, or question  Chance to be recognized for 2.______________ accomplishments and contributions  Strong platform for the right individual to move up quickly

Benefits of a Larger Company  Broader opportunities to advance because more ______________ exist

3.

 More than one path of advancement exists due to multiple departments and divisions 

______________ with a large, well-known company can

4.

help establish a candidate as one of the top people in the profession

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Benefits of a New Company  Ground floor opportunity and chance to be recognized by top management 

______________ can be tremendous in terms of

1.

empowerment, potential for equity, and creation of systems and procedures  Chance to move up as layers are created  More than likely work closely with those who make the ______________

2.

Benefits of an Established Company  Endured challenging economic cycles and have shown to be 3.______________ and secure  Strong financial resources, strong customer base, and strong name brand  Numerous tenured professionals with 4.______________ and knowledge from which to learn  Quality approach or product

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Benefits of a Rapidly Growing Company  Accelerated career path into positions that have yet to be created  Opportunity for expanded 1.______________  Market is responding well to what the company is doing and offering  Exciting time that transcends over to personal and ______________ situations

2.

Benefits of a Company with Flat Growth  Not trying to bite off more than they can chew 

______________ with who they are and the niche they

3.

are established in  More devoted to quality rather than quantity  Focused on maintaining a 4.______________ company, a family atmosphere, and low turnover  Possibly, your candidate is the catalyst to help the company start to grow!

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Benefits of a Company in Decline  Revamped to focus on their core profitable ______________

1.

 Percentage of decrease may be smaller than the industry average percentage of decrease  Would not be hiring if they did not have a strong outlook for the future  Incredible opportunity and reward for the right candidate who 2.______________ the company around!

Benefits of a Large City  Attractions, museums, sporting teams, or any local attractions based on the specific city  Access to a major airport with direct flights 

______________ values may increase faster

3.

 More people doing business, which allows for a higher level of competition for career opportunities, as well as numerous opportunities for a 4.______________

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Benefits of a Small Town  Larger piece of property and more room to spread out  Quality of life, 1.______________, slower pace, and chance to get out of the “rat race”  Possibly a better school system, lower crime rate, and less pollution and traffic  Possible 2.______________ cost of living and shorter commute

Selling the Culture  Very few 3.______________, where associates are focused and driven  Enjoy all that life has to offer outside of the office  Maintain an exceptionally professional atmosphere among their associates  No drama – only purpose, determination, and ______________!

4.

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Selling the Company: Basic Script  “They’ve been in business since 1957 under the same brand name and had revenues of $225 million worldwide last year.”

Tips for a Strong Script  Back up a general statement with actual numbers or statistics to create credible facts instead of subjective opinions  Be aware of over-articulating the details of your client organization if you wish to keep your client’s name ______________

1.

Selling the Company: Enhanced Script  “They’ve been in business since 1957, and have a proven track record of success with revenues of $225 million last year – which of course means a lot in this business where most public relations firms are in constant flux and volatile to merger.”

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Pillar #2: The Boss People work for people, and it’s important not to overlook the opportunity to connect individuals personally as well as connecting them professionally. When selling the boss to whom this candidate will report, the primary areas to emphasize could be the individual’s track record of helping others on the team advance and excel, or the anticipated advancement of that boss or manager.

Selling the Boss: Basic Script  “You would report directly to the Vice President of Branding – he’s an industry thought leader who has been at the company for years and is incredibly well-respected.”

Tips for a Strong Script  Expand to articulate the possible benefits for the candidate  Don’t assume that your candidates follow where you are going – connect the 1.______________ and make sure they are actively thinking about the selling points that you want them to be thinking about!

Selling the Boss: Enhanced Script  “You would be aligned directly with the #2 person in the entire organization – his breadth and depth of contacts in the industry are unparalleled. He has precisely honed his craft and is eager to pass that on to the next generation of leader for his role.” Copyright © 2010 Next Level Exchange - All rights reserved. Unauthorized duplication prohibited.

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Pillar #3: The Position If you choose to sell the third pillar, the position, sell the specific challenges, or responsibilities, or authority to be enjoyed by the person who accepts the role. Instead of describing the position in terms of the functions that the role performs, describe instead the differentiating elements of the opportunity.

Selling the Position: Reading the Job Description  “They are looking to add a senior sales manager to their team; the successful candidate will be an energetic, effective communicator who is able to accelerate in a sales environment. Seven years of sales experience is required, as well as a bachelor’s degree and basic computer skills. The ideal candidate will have a proven track record of developing and maintaining customer relationships, have the ability to hire, build, and lead successful sales teams, and be an energetic self-starter who can multi-task and prioritize.”

Tips for a Strong Script  Resist describing what the client is looking for; instead, relay what’s in it for the candidate to consider the position  Create a strong script that will attract the highest number of candidates possible, and then screen based on job description criteria

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Selling the Position: What’s in it for the candidate  “My client has grown to become one of the highest grossing (type of) firms in America over their twenty year history, and they are currently seeking to grow the next generation of senior sales consultants within their team. A new associate joining this team experiences unparalleled benefits through daily interaction with a tenured team of professionals; the senior partners of this organization boast an average tenure of 15 years. Simply put, they have the most tenured, best practical business experience of any (type of) firm, and part of their mission is to help everyone achieve their next level by providing the finest and most comprehensive training content in the industry today. How does this impact someone joining their team? On average, new associates joining their firm qualify to be a senior territory manager within 24 months of joining the firm – and as you and I both know, this is a much faster acceleration than exists in most organizations.”

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Selling the Position: Basic Script  “They are looking for a Project Manager – someone who has experience in business development, managing others, and who is really looking to take that next step in their career. If you’ve got experience with Accutel software, it’s a plus.”

Selling the Position: Enhanced Script  “They are looking for a PM to join their 1.______________ team, but this is a little different than what you’d find at a typical advertising firm. As you know, in most firms, a PM is restricted to generating sales leads and passing them off to the rest of the team. At ABC, you will be involved with your clients from start to finish – which will help you fine tune your sales abilities, be exposed to the entire branding process, and surpass most other project managers at your level today. If you have experience with Accutel, it’s a plus – if you aren’t familiar with the program, it’s one of the most advanced advertising software systems out there, and eliminates the tedious paperwork element of our business that slows most other project managers down.”

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Pillar #4: The Compensation Compensation is one of the last components you want to sell to a candidate, because you ideally should avoid partnering with a candidate who is primarily motivated by compensation. However, if you are in an industry where compensation is a valid area of discussion when considering a new career opportunity, there is a way to sell the compensation and still ideally avoid representing solely money-motivated candidates.

Selling the Compensation: Basic Script  “They are serious about bringing on the right individual, and are very competitive in their compensation package. They aren’t going to let money get in the way of them hiring the best person for this role – most companies pay out 30% commission but they pay out 50%.”

Selling the Compensation: Enhanced Script  “Their commission structure is more 1.______________ than most I’ve seen in my years of recruiting in this space. However, I want to hold off on that part of the conversation, because in my opinion it needs to be the icing on the cake – not the cake itself. Let me share with you their story – why they are hiring for this role, where the company is going, and what that would mean for you. If all that is intriguing, then we can talk commission – which in my opinion, is the icing.”

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Module 9: Approaches to Recruiting Chapter 3: Crafting your Recruiting Presentation

Benefits of Disclosing Client’s Name  Shows legitimacy  Initiates the Law of Reciprocity  Able to recruit a higher level of candidate when operating from a place of full 1.______________

Why to Keep Client’s Name Confidential  Concern that candidates will directly 2.______________ their own resumes to your client  No signed fee agreement  Search itself may be 3.______________, due to being a replacement search or for a confidential project  The name and 4.______________ of your client precedes them

Script for Keeping Client’s Name Confidential  “I want to share with you the story of the organization I’m working with, and I will absolutely share with you the details of who they are when it’s appropriate. But first, I want to tell you the details of where they are currently, where they are going, and what that means for you – because that, in my opinion, is just as compelling and probably more so than just the name on their front door.” Copyright © 2010 Next Level Exchange - All rights reserved. Unauthorized duplication prohibited.

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Module 9: Approaches to Recruiting Answer Key

Page 2:

1. Proactive 2. selling 3. interview

Page 3:

1. partner 2. hook 3. accomplish

Page 4:

1. Recruit 2. when

Page 5:

1. Uncover 2. email

Page 6:

1. preparation 2. words 3. Connect

Page 8:

1. value

Page 9:

1. engaged

Page 10:

1. assuming

Page 12:

1. egos 2. know 3. control

Page 13:

1. collaborative 2. consideration

Page 14:

1. reciprocity 2. themselves 3. answer

Page 15:

1. consultant 2. commercial

Page 16:

1. name 2. eyes

Page 17:

1. 2. 3. 4.

number individual positions Identification

Page 18:

1. 2. 3. 4.

Payoff decisions stable experience

Page 19:

1. 2. 3. 4.

responsibility family Comfortable profitable

Page 20:

1. 2. 3. 4.

areas turns Property spouse

Page 21:

1. 2. 3. 4.

balance lower distractions results

Page 22:

1. confidential

Page 23:

1. dots

Page 26:

1. commercial

Page 27:

1. competitive

Page 28:

1. 2. 3. 4.

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disclosure submit confidential reputation

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