Some Thoughts on the Interview Process
I work with many clients to prepare them for the interview process. Whether it’s for an initial phone screen or the multiple rounds for this: Since most of us interview infrequently and only out of necessity, our interview skills are usually rusty, at best; because the perceived stakes are high, our anxiety and expectations often trump our typical competence and confidence; and, because it’s not always clear what the interviewer is looking for, we aren’t sure how best to respond to their inquiries.
To insure you do the best interviews possible, I recommend the following: First, be very clear about the messages you want to communicate during the interview; secondly, develop a full complement of compelling stories that give credence to each of these messages; and, finally, know and be able to clearly articulate the value-add that resulted from each of your stories.
In regard to messaging, whether you have a long career or are just starting out, each of you have one or more underlying themes that describe you, your career, your motivation, passion, talents and skills. This is the “glue” that holds a career together and your ability to articulate these themes will help you to make a coherent and convincing case as to why you are a strong candidate for the job for which you are interviewing.
Even the best messages, however, are insufficient if you don’t have the right stories to back them up. For every major theme you offer, you must have several stories that provide the necessary evidence, and these stories should also show your range of motion, adaptability if you will, and paint a picture for your interviewer that you are both capable and confident with what you bring to the table. I encourage my clients to develop as many “accomplishment” stories as they can when preparing for their interviews.
Finally, and perhaps most important in today’s job market, is your ability to know and clearly articulate the added value for each of your stories and accomplishments. This value add may be a quantitative or qualitative change, or some of both. Whether easy or difficult to put into words, you will have a distinct advantage in the interview process if you can consistently speak about the results you achieved in your work.
Steve Hernandez and I do a lot of interview coaching. Feel free to contact either one of us if you need help in improving your interview skills. Best wishes.
Mark Guterman
Mark@alchemysearch.com
Monday, July 7, 2008
WHO AM I?
THIS IS AN IMPORTANT QUESTION TO ASK YOURSELF WHEN EMBARKING ON A CAREER CHANGE.
In working with my career coaching clients, one of the most difficult challenges is helping them to figure out who they really are, and what they actually want in a career. They have an especially hard time figuring this out when they are tasked to stop paying attention to external influences, and try listening to their own internal voice. Usually, they end up rediscovering themselves on their way to figuring out a new career.
Thinking about WHO YOU ARE can be difficult. Life’s experiences take us down many roads. When it comes to jobs and career, decisions are often made randomly, through happenstance. Most of my career change clients would say that they either fell into their current career by chance, or were pushed into it by external influences.
Thus, at certain stages of our lives, we may have had strong ideas about who we are, and what we wanted, but as a result of influences from family, friends, college, economics, military service, marriage, children, moving, health, and other random events, we can easily lose ourselves through the course of adaptation. I’m not saying that adaptation, change, and randomness are necessarily bad things, but often our values, interests, and dreams get packed away with the hope that they’ll resurface when the time is right. That time may very well be when one feels the push for a career change.
This push may present itself with the feeling of not being quite sure what type of career you belong in, but knowing for sure that you don’t belong where you are. When you feel this way, you should ask yourself a few questions: WHO AM I? What are my values? What interests me? What types of people do I like to spend time with? What am I good at? Then, depending on how you answer these questions, ask yourself where this person would be most happy. If you’re not sure, it might be time to contact a career coach.
--Steve Hernandez
Learn about Alchemy's Career Services Programs
http://www.alchemysearch.com/html/careers.html
In working with my career coaching clients, one of the most difficult challenges is helping them to figure out who they really are, and what they actually want in a career. They have an especially hard time figuring this out when they are tasked to stop paying attention to external influences, and try listening to their own internal voice. Usually, they end up rediscovering themselves on their way to figuring out a new career.
Thinking about WHO YOU ARE can be difficult. Life’s experiences take us down many roads. When it comes to jobs and career, decisions are often made randomly, through happenstance. Most of my career change clients would say that they either fell into their current career by chance, or were pushed into it by external influences.
Thus, at certain stages of our lives, we may have had strong ideas about who we are, and what we wanted, but as a result of influences from family, friends, college, economics, military service, marriage, children, moving, health, and other random events, we can easily lose ourselves through the course of adaptation. I’m not saying that adaptation, change, and randomness are necessarily bad things, but often our values, interests, and dreams get packed away with the hope that they’ll resurface when the time is right. That time may very well be when one feels the push for a career change.
This push may present itself with the feeling of not being quite sure what type of career you belong in, but knowing for sure that you don’t belong where you are. When you feel this way, you should ask yourself a few questions: WHO AM I? What are my values? What interests me? What types of people do I like to spend time with? What am I good at? Then, depending on how you answer these questions, ask yourself where this person would be most happy. If you’re not sure, it might be time to contact a career coach.
--Steve Hernandez
Learn about Alchemy's Career Services Programs
http://www.alchemysearch.com/html/careers.html
Wednesday, June 18, 2008
What is the Process?
When potential clients call, they always want to know what the process of career coaching is. Embedded in their query are three specific questions: “What will we work on?” “How long will it take?” and, “What results can I expect?” These are critical questions to ask before embarking on a career coaching process, not to only to understand what you are in for, but also to know whether the process will be worth your time, effort, and money.
The first question, what will we work on, is person-specific. What this means is that the work is adapted to your needs, your style, and your readiness. So, when you first contact me, I will ask to know about your most urgent or pressing questions and issues. For example, are you early in a job search and needing to learn techniques or are you further along and stymied by specific parts of the process? Are you wanting to make a career change, and if so, are you clear about your new direction or do you need helping in deciding among competing possibilities? I will also want to understand your style and temperament. Are you an extravert or an introvert? Are you aggressive, assertive, passive, or shy? Are you a linear and concrete thinker or are you more organic and intuitive? And, I will also build your readiness into the equation, so I will be exploring your motivation, your sense of urgency, and adding my assessment of how disciplined you are likely be in the process. All of these factor into what we will work on, how we do the work together, and of course, is subject to adjustment throughout the coaching process.
The second question, how long it will take, which I addressed in a previous blog entry, is indeterminate because much of the process is beyond your control and mine. In general, however, I work with clients for 3-5 sessions before they have enough clarity and structure to move the process forward on their own. Sometimes, one session is enough, and other times, many sessions won’t do the trick. Once I sense that your momentum is self-sustaining, we will be done with our work. I do, however, often continue to meet with clients on an as needed basis to help get through stuck places, waning motivation, or to deal with specific issues, like negotiating a job offer or dealing with a problematic work situation.
Finally, you can expect to achieve close to a 100% success rate, meaning that you will get your issues and questions resolved. There is a large caveat, however, and this has to do with your willingness to stay with the process long enough to achieve those results. This implies that you are both the owner and driver of your career development (I’m your guide and facilitator) and that you develop the patience and persistence to see it through to the finish. When I’m asked about my success rate, I answer that the process works for everyone who is willing to give the necessary effort.
Let me know if you have additional questions about career coaching. Best wishes.
Mark Guterman
Mark@alchemysearch.com
When potential clients call, they always want to know what the process of career coaching is. Embedded in their query are three specific questions: “What will we work on?” “How long will it take?” and, “What results can I expect?” These are critical questions to ask before embarking on a career coaching process, not to only to understand what you are in for, but also to know whether the process will be worth your time, effort, and money.
The first question, what will we work on, is person-specific. What this means is that the work is adapted to your needs, your style, and your readiness. So, when you first contact me, I will ask to know about your most urgent or pressing questions and issues. For example, are you early in a job search and needing to learn techniques or are you further along and stymied by specific parts of the process? Are you wanting to make a career change, and if so, are you clear about your new direction or do you need helping in deciding among competing possibilities? I will also want to understand your style and temperament. Are you an extravert or an introvert? Are you aggressive, assertive, passive, or shy? Are you a linear and concrete thinker or are you more organic and intuitive? And, I will also build your readiness into the equation, so I will be exploring your motivation, your sense of urgency, and adding my assessment of how disciplined you are likely be in the process. All of these factor into what we will work on, how we do the work together, and of course, is subject to adjustment throughout the coaching process.
The second question, how long it will take, which I addressed in a previous blog entry, is indeterminate because much of the process is beyond your control and mine. In general, however, I work with clients for 3-5 sessions before they have enough clarity and structure to move the process forward on their own. Sometimes, one session is enough, and other times, many sessions won’t do the trick. Once I sense that your momentum is self-sustaining, we will be done with our work. I do, however, often continue to meet with clients on an as needed basis to help get through stuck places, waning motivation, or to deal with specific issues, like negotiating a job offer or dealing with a problematic work situation.
Finally, you can expect to achieve close to a 100% success rate, meaning that you will get your issues and questions resolved. There is a large caveat, however, and this has to do with your willingness to stay with the process long enough to achieve those results. This implies that you are both the owner and driver of your career development (I’m your guide and facilitator) and that you develop the patience and persistence to see it through to the finish. When I’m asked about my success rate, I answer that the process works for everyone who is willing to give the necessary effort.
Let me know if you have additional questions about career coaching. Best wishes.
Mark Guterman
Mark@alchemysearch.com
Monday, June 2, 2008
THE EXPECTATION DIVIDE IN TODAY'S HIRING
I recently read an article at CFO.com called Today’s Accounting Crop: Spoiled Rotten? http://www.cfo.com/article.cfm/10051075/c_10411014. The theme of the article is centered on how CFOs and senior finance professionals view the career expectations of today’s new accounting professionals entering into the corporate job market. Though the content of the article speaks specifically to the accounting and finance profession, I think the points discussed apply to many professions within the Bay Area job market. Actually, not long ago my brother-in-law who is an executive level engineer with a major technology company spoke to me about how he thought today’s junior engineers enter the job market with unreasonable expectations about career growth.
Many senior managers remember when they got started in their careers, they accepted the unofficial requirement of starting at the bottom and working their way up. By contrast, today’s junior professional wants it all now! The impression is they expect high pay, significant responsibility, and rapid career growth the minute they walk in the door.
Generationally, most of today’s senior management professionals are usually Baby Boomers, and in recent years Generation X folks have also moved into this group. When both of these generations entered the job market for the first time, the world of work, and career expectations looked a bit different than they do today. One needed to start at the bottom, take less pay, work long hours, and perform tasks that were less developmentally stimulating. If one did well, they would eventually move into a role of greater responsibility, with good pay, and strategic significance. People also tended to stay with organizations longer. Even though it may not have been reality, there was a sort of unwritten contract that if someone did good work and stuck around, the organization would take care of them.
In the1990s things changed. People changed jobs a lot more frequently; companies got bought, merged, consolidated, re-organized. Employees learned very quickly that organizations could no longer make guarantees of long term job stability. Baby Boomers and Generations Xers had to learn to evolve to this new world of work. For today’s new professional it’s the norm. They approach opportunities with shorter term goals and expectations. They look to gain as much substantive exposure as possible in order to enhance their long term career sustainability. They are just as committed to hard work as baby boomers and generation Xers, but they expect a more immediate return on investment for their efforts.
When it comes to hiring, to overcome the generational divide and attract talent, Baby Boomers and Generation Xers should be careful not to compare or frame their own early professional experiences, challenges, and agendas, with the goals, and expectations of today’s junior professional. At the same time, today’s entry level professional should be aware and appreciate that most senior level decision makers entered the job market at a different time, where longer term commitment to the organization, and more gradual pragmatic career progression was the norm.
Alchemy Career Services conducts workshops on generations coming together in the workplace. http://www.alchemysearch.com/html/careers.html
--Steve Hernandez
Many senior managers remember when they got started in their careers, they accepted the unofficial requirement of starting at the bottom and working their way up. By contrast, today’s junior professional wants it all now! The impression is they expect high pay, significant responsibility, and rapid career growth the minute they walk in the door.
Generationally, most of today’s senior management professionals are usually Baby Boomers, and in recent years Generation X folks have also moved into this group. When both of these generations entered the job market for the first time, the world of work, and career expectations looked a bit different than they do today. One needed to start at the bottom, take less pay, work long hours, and perform tasks that were less developmentally stimulating. If one did well, they would eventually move into a role of greater responsibility, with good pay, and strategic significance. People also tended to stay with organizations longer. Even though it may not have been reality, there was a sort of unwritten contract that if someone did good work and stuck around, the organization would take care of them.
In the1990s things changed. People changed jobs a lot more frequently; companies got bought, merged, consolidated, re-organized. Employees learned very quickly that organizations could no longer make guarantees of long term job stability. Baby Boomers and Generations Xers had to learn to evolve to this new world of work. For today’s new professional it’s the norm. They approach opportunities with shorter term goals and expectations. They look to gain as much substantive exposure as possible in order to enhance their long term career sustainability. They are just as committed to hard work as baby boomers and generation Xers, but they expect a more immediate return on investment for their efforts.
When it comes to hiring, to overcome the generational divide and attract talent, Baby Boomers and Generation Xers should be careful not to compare or frame their own early professional experiences, challenges, and agendas, with the goals, and expectations of today’s junior professional. At the same time, today’s entry level professional should be aware and appreciate that most senior level decision makers entered the job market at a different time, where longer term commitment to the organization, and more gradual pragmatic career progression was the norm.
Alchemy Career Services conducts workshops on generations coming together in the workplace. http://www.alchemysearch.com/html/careers.html
--Steve Hernandez
Saturday, May 17, 2008
How Long Will It Take?
One of the most frequent questions I get about career coaching is “How long will it take?” I’m tempted to respond with, “It will take however long it takes.” While true, this is not a helpful response to a sincere inquiry from a person needing information on how much longer they will have to deal with the pain or anxiety of whatever transition they are going through.
The reality is there is no way to say how long coaching will take. There are three reasons for this. First, if your issues or questions are simple and straightforward (for example, “I need to update my resume,” or “I need to practice for an upcoming interview.”), I might be able to accurately answer that it will take a session or two. One thing to keep in mind, however, is that even these direct questions can open up other areas of discussion (for example, “I keep getting stuck on the interview question, ‘What are my career goals.’”). If your questions and issues are more complex (“I’m unhappy at work and don’t know what to do about that,” or “I’m applying and interviewing for jobs I’m qualified for, but keep getting rejected.”), we may need to meet for several or more sessions and even then you may still have significant work to do.
The second reason for the indeterminate length of career coaching has to do with the discipline you bring to the process. Obvious though this might be, the impact of career coaching does not happen in our sessions, but rather results from the action steps you take when you aren’t meeting with me. It has to do with the regularity of your out of session work, the lessons you learn from that work, and your ability to apply those lessons as you move forward. The more adept and disciplined you are, the quicker the process will move.
A final and less obvious reason, but at play no matter what’s going on for you, is that most of this process is not in your control. There is also a great deal of non-rationality in the process and given the vagaries of the current job market, you can do everything right and get poor results, and conversely do everything wrong and get lucky. Many people, even seasoned professionals, get frustrated by this aspect of the process and often act out in unprofessional ways (Instead of the follow up inquiry, “I’m checking to see where you are in the hiring process,” becomes an exasperated, “Why didn’t you contact me on Friday as promised.”). Recognizing that you have limited control is a key to moving through the process both more quickly and more smoothly.
Regardless of how long it takes, the career coaching process can help you to feel more hopeful about your future, as well as teaching you strategies and techniques for achieving your goals. Feel free to contact Steve Hernandez (steve@alchemysearch.com) or me any time with your questions and inquiries about career coaching.
Mark Guterman
mark@alchemysearch.com
One of the most frequent questions I get about career coaching is “How long will it take?” I’m tempted to respond with, “It will take however long it takes.” While true, this is not a helpful response to a sincere inquiry from a person needing information on how much longer they will have to deal with the pain or anxiety of whatever transition they are going through.
The reality is there is no way to say how long coaching will take. There are three reasons for this. First, if your issues or questions are simple and straightforward (for example, “I need to update my resume,” or “I need to practice for an upcoming interview.”), I might be able to accurately answer that it will take a session or two. One thing to keep in mind, however, is that even these direct questions can open up other areas of discussion (for example, “I keep getting stuck on the interview question, ‘What are my career goals.’”). If your questions and issues are more complex (“I’m unhappy at work and don’t know what to do about that,” or “I’m applying and interviewing for jobs I’m qualified for, but keep getting rejected.”), we may need to meet for several or more sessions and even then you may still have significant work to do.
The second reason for the indeterminate length of career coaching has to do with the discipline you bring to the process. Obvious though this might be, the impact of career coaching does not happen in our sessions, but rather results from the action steps you take when you aren’t meeting with me. It has to do with the regularity of your out of session work, the lessons you learn from that work, and your ability to apply those lessons as you move forward. The more adept and disciplined you are, the quicker the process will move.
A final and less obvious reason, but at play no matter what’s going on for you, is that most of this process is not in your control. There is also a great deal of non-rationality in the process and given the vagaries of the current job market, you can do everything right and get poor results, and conversely do everything wrong and get lucky. Many people, even seasoned professionals, get frustrated by this aspect of the process and often act out in unprofessional ways (Instead of the follow up inquiry, “I’m checking to see where you are in the hiring process,” becomes an exasperated, “Why didn’t you contact me on Friday as promised.”). Recognizing that you have limited control is a key to moving through the process both more quickly and more smoothly.
Regardless of how long it takes, the career coaching process can help you to feel more hopeful about your future, as well as teaching you strategies and techniques for achieving your goals. Feel free to contact Steve Hernandez (steve@alchemysearch.com) or me any time with your questions and inquiries about career coaching.
Mark Guterman
mark@alchemysearch.com
Thursday, May 8, 2008
Quarterly Job Market Update
Last quarter my update was more or less status quo when compared to the previous quarter in regards to employment opportunities in the Bay Area. Most people I talk with were asking about a recession which translates to companies thinking there are more people available and people thinking few companies are hiring. At that time we did not see any effects on employment from the overall economic condition. The layoffs in the Homebuilding, Mortgage, Real Estate and Airline industries has increased the unemployment rate but has had no material effect on the candidate pool for CPA's, MBA's, IT and HR professionals.
Three months ago Alchemy had the same number of opportunities available compared to the previous six months. But the number of jobs we have available now compared to my last blog entry have come down slightly (less than 5%). We see slower growth across the board although some companies are growing quickly. The companies that are growing more quickly and have a market presence may be seeing more candidate applications now than at anytime in the previous 6 months. If you are trying to get into one of these high flyer's your are in a very competitive situation. The slower growth businesses are focused on more critical hires and may try to reduce costs and get by with what they have in an attempt to increase profits or to prepare for what might happen with the economy in the coming months. Don't be surprised if these companies are highly selective as they are not typically in a rush to make a decision. This will likely change once the capital markets become less volatile and the economy has an over all sense of stability. The need for additional human capital will be more evident and the number of qualified people will likely not change.
There are many good jobs available, if you are in the market and know you want to move now is a good time. Corporate hiring typically slows down from the beginning of July to early September. The slow down is due people not being available to interview and managers waiting until their vacations are over before bringing in new people to the team. If you wait you may find that there may be fewer options and the options you have will not come to offer stage for weeks after your initial interview.
I hope this helps, please reach me if you like to talk about your current situation.
Bryon McDougall
bryon@alchemysearch.com
Three months ago Alchemy had the same number of opportunities available compared to the previous six months. But the number of jobs we have available now compared to my last blog entry have come down slightly (less than 5%). We see slower growth across the board although some companies are growing quickly. The companies that are growing more quickly and have a market presence may be seeing more candidate applications now than at anytime in the previous 6 months. If you are trying to get into one of these high flyer's your are in a very competitive situation. The slower growth businesses are focused on more critical hires and may try to reduce costs and get by with what they have in an attempt to increase profits or to prepare for what might happen with the economy in the coming months. Don't be surprised if these companies are highly selective as they are not typically in a rush to make a decision. This will likely change once the capital markets become less volatile and the economy has an over all sense of stability. The need for additional human capital will be more evident and the number of qualified people will likely not change.
There are many good jobs available, if you are in the market and know you want to move now is a good time. Corporate hiring typically slows down from the beginning of July to early September. The slow down is due people not being available to interview and managers waiting until their vacations are over before bringing in new people to the team. If you wait you may find that there may be fewer options and the options you have will not come to offer stage for weeks after your initial interview.
I hope this helps, please reach me if you like to talk about your current situation.
Bryon McDougall
bryon@alchemysearch.com
Sunday, May 4, 2008
BEING HAPPY AT WORK
A few weeks ago I listened to a program on NPR called America's Labor Challenges http://www.kqed.org/epArchive/R804250900. The program was primarily focused on the economic landscape of today’s American workplace. It talked a lot about the financial disparities between corporate senior management and the average worker. It also focused much attention on the decline in worker benefits, and the challenges today’s worker will have laying the foundation for a fruitful retirement. The program offered useful, thought provoking information, but painted a dismal future. After listening, I felt pretty discouraged.
Later on, on my way home from work, I listened to NPR again. I heard more depressing information about our economy: job loses, retail store closures, increased real estate foreclosures, rising gas prices, inflation, etc., not an uplifting way to end the day.
While I was listening to this program in the car, I thought about how many other people in the Bay Area, and the entire nation, were also hearing the same information. I then thought about how this information, combined with all stresses in both our work and personal lives, can feel so overwhelming. It was certainly weighing on me. So, I shut off the radio, and turned on my iPod instead. To me, that action represented an effort on my part, though minor, of intending to be happy.
The events I just described motivated me to write about how being happy at work, or in life for that matter takes effort. For most people, happiness in any capacity usually doesn’t come knocking on the door. We have to make efforts to attain it. When it comes to our work lives, environment, demands, and market conditions can make it especially difficult to find emotional satisfaction. This makes me think of that saying, “if work were fun, it wouldn’t be called work.” What does that mean? Perhaps we agree to this outlook, so we don’t have to accept the challenge of intending to be happy while at work.
The next time you’re having a rough day, and are feeling cynical about work and the system we live in, here are a few things to think about, that may help you feel better about your circumstances.
n You could be living in a third world country where just having a job is treasure.
n Does the work you do stimulate you, challenge you, make you feel good about yourself? If so, hold on to that. Doing the work you do, makes putting up organizational annoyances worth it.
n Is your work meaningful? You may have to put up with many ridiculous roadblocks on the way to trying to get your job done, but in the end, what you do has a positive impact on the world. That’s why you do it. Focus on that.
n Does your work enable you to make a good living, so you can afford life in the high priced Bay Area? If so, hold on to that.
n Does your work give you the flexibility to pursue meaningful activities in your personal life? If so, hold on to that.
n Are there people at work who you consider friends, who make you laugh and feel good about yourself? If so, reach out to them in your times of crisis.
The point of this list is to say that despite all the challenges and work-related misfortunes that we might encounter, there are always ways to make ourselves happy. We just need to have the intention. However, if you look at the above list, and see nothing that applies to you, it may be time for a change.
For more information about job change and career development, visit: http://www.alchemysearch.com/html/careers.html.
--Steve Hernandez
Later on, on my way home from work, I listened to NPR again. I heard more depressing information about our economy: job loses, retail store closures, increased real estate foreclosures, rising gas prices, inflation, etc., not an uplifting way to end the day.
While I was listening to this program in the car, I thought about how many other people in the Bay Area, and the entire nation, were also hearing the same information. I then thought about how this information, combined with all stresses in both our work and personal lives, can feel so overwhelming. It was certainly weighing on me. So, I shut off the radio, and turned on my iPod instead. To me, that action represented an effort on my part, though minor, of intending to be happy.
The events I just described motivated me to write about how being happy at work, or in life for that matter takes effort. For most people, happiness in any capacity usually doesn’t come knocking on the door. We have to make efforts to attain it. When it comes to our work lives, environment, demands, and market conditions can make it especially difficult to find emotional satisfaction. This makes me think of that saying, “if work were fun, it wouldn’t be called work.” What does that mean? Perhaps we agree to this outlook, so we don’t have to accept the challenge of intending to be happy while at work.
The next time you’re having a rough day, and are feeling cynical about work and the system we live in, here are a few things to think about, that may help you feel better about your circumstances.
n You could be living in a third world country where just having a job is treasure.
n Does the work you do stimulate you, challenge you, make you feel good about yourself? If so, hold on to that. Doing the work you do, makes putting up organizational annoyances worth it.
n Is your work meaningful? You may have to put up with many ridiculous roadblocks on the way to trying to get your job done, but in the end, what you do has a positive impact on the world. That’s why you do it. Focus on that.
n Does your work enable you to make a good living, so you can afford life in the high priced Bay Area? If so, hold on to that.
n Does your work give you the flexibility to pursue meaningful activities in your personal life? If so, hold on to that.
n Are there people at work who you consider friends, who make you laugh and feel good about yourself? If so, reach out to them in your times of crisis.
The point of this list is to say that despite all the challenges and work-related misfortunes that we might encounter, there are always ways to make ourselves happy. We just need to have the intention. However, if you look at the above list, and see nothing that applies to you, it may be time for a change.
For more information about job change and career development, visit: http://www.alchemysearch.com/html/careers.html.
--Steve Hernandez
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