Category: Recruiting Rants and HR Commentary

How to Calculate Employee Turnover

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Business concept. Isolated on white

In a perfect world, your recruiting would net you the perfect candidates. They would develop into valuable employees, and separations would happen at the end of a productive and successful career. In today’s more fluid workplace, this rarely happens. So, knowing how to calculate employee turnover is a valuable tool in assessing your recruitment and HR strategies.

Defining employee turnover

Turnover, in simplest terms is the number of separations in a given period, against the total size of your work force. This basic definition will work for some metrics, but, there are a lot of reasons that employee turnover can occur. For instance, voluntary separations, dismissals, retirements and even transfers to other divisions are all technically separations, but they each say something different about the success of your hiring and management processes.

The biggest break in these definitions is between voluntary and involuntary separations. Someone who opts to take retirement, or move on to a new career path may not require you to change anything about the way you manage talent. However, a string of employees forcing dismissals for unprofessional behavior is an entirely different thing.

Why it matters

One of the biggest factors in the cost of recruitment and talent management is replacing employees. In addition to the cost to the bottom line for time lost and retraining, there are hard costs involved in acquisition and even separation.

  • Advertising and marketing expense for recruitment and candidate acquisition campaigns.
  • Interviewing costs, including background and reference checks.
  • Administrative costs for processing paperwork for new hires and exiting employees.
  • Labor and materials for training time and trainer salaries.
  • Labor costs for exiting employees, including severance, or other separation benefits as well as over time and other costs to cover the open position during transition.

How to calculate it

The formula for tracking employee turnover is a simple one. First, determine what period you intend to set up your metric for. Once this is established, the formula can be used at that interval to measure turnover on an ongoing basis. This gives you the ability to measure the effectiveness of any changes made between periods. Most companies measure by the month, by the year, or both.

Next, determine which separations you want to include and calculate how many occurred during your target period. To get the percentage of turnover during your target window, simply divide the number of turnovers by the total number of employees in the same period. This is your turnover rate. For example, a company with a total of 500 employees who had 55 separation over the course of a year has an annual turnover rate of 11%.

So, what is the cost of your employees?

To calculate what turnover is costing your company, add up the hard costs of recruitment, processing, training and exits in your target period. Simply divide this number by the number of separations you experienced in the same period to put a number to each turnover.

While dollars and cents is not the whole story when it comes to the replacement of valued employees, it provides a great and easy to measure metric for gauging the success of employee retention programs and other turnover reduction steps that can be tied to the bottom line.

Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.

Why is a Landing Page key to Great Recruiting & Hiring

Learn how the FLSA changes will impact your workplace. Webinar 10/29 at at 1 PM by clicking here.

7 levels of landing page optimization

The benefits of a well designed Landing Page

As a recruiter you can understand the heartbreak of the job seeker who finds that just right job opening only to find that the posting was outdated and leads to a “failure to find” message. You share their pain because you know that, even if you don’t have the perfect job for them today, you may next week, or a month from now, or a year from now.

Here is how you can organize your job postings, create a permanent landing spot for inbound job posting links, and create a net to capture this job seeker as a part of your talent pool for future offerings just by creating one web page! With a well-designed landing page, you can do that and more!

A good landing page can help you do your job better!

  • Provides SEO for your hiring efforts that remains in place, versus job posting pages that are always, necessarily, in flux.
  • Builds a gateway to your job posting pages that can include tools for uploading resumes, filling out applications and finding out about jobs other than the one that led them there.
  • Is easy to adjust to suit your current needs with new content, graphics and links to important candidate resources within your site, or in other places.
  • Provides a permanently open access point for job seekers to find you and join your talent pool for current or future openings.
  • Broken and outdated links are not an issue. Job seekers find a welcoming page filled with information about the careers you offer and how to apply for them.

Your landing page can serve as the foundation of your online recruitment efforts.

The average job listing is currently open for less than a month. At 26.2 days, we are currently experiencing a longer than typical open recruitment window, but that still leaves us with 11 months out of the year when candidates that area likely hires may be looking for jobs similar to the one we just filled.

Instead of having to ramp up an entire marketing campaign every time a job opening is announced, wouldn’t you rather develop a steady stream of viable candidates that are ready to apply for your next opening? You probably have some, but by attracting the attention of these same workers year round, that number could be increased exponentially!

  • A good landing page provides a funnel to catch candidates for whatever positions you choose to attract through targeted SEO. This is great for those hard to fill roles. Imagine, having a ready list of possible applicants the next time you need a specialist.
  • For mass hires, you can have them prepped and ready for your next announcement! These are typically generic or entry level positions that people looking to work for your company are eager to apply for. Why not have a list of candidates to invite the next time?
  • Extends your recruiting cycle to 365 days a year, 24 hours a day through career descriptions and information about your company and the work experiences you provide.

In sales they call these warm leads. Applicants coming through a good landing page are already informed about the company and the job. Those who would typically waste your time only to find out they were not really qualified, or that your job does not meet their needs can now filter themselves out.

If your list is properly managed, these candidates can know within moments of your next job opening being posted. This creates an ongoing talent pipeline that will make your hiring process shorter, provide you with a constant supply of pre-qualified candidates and makes you available to job seekers year round.





Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.

How to Use SEO Best Practices to Deepen Your Talent Pool

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find jobs on the hidden job market

SEO, like so many buzzwords on the interwebs, gets thrown around a lot, almost to the point that it loses its meaning. Search Engine Optimization can be a tricky concept to nail down, between changing trends in search and changes to the search algorithms themselves. This can be especially true when the concept is applied to highly specialized usage, such as job candidate recruitment.

This leads some recruiters to ignore the benefits in favor of old school techniques that will get results but maybe not top results. This is a mistake. According to Business2Community’s research, 60% of all click through traffic will go to the top three search results in any search engine. This means it is vital to optimize your listings well!

You know you need SEO to be a part of your strategy, but what does that look like? Do you need a specialist, or can your current web team just Google up some key words and get to work building you the perfect talent pool?

What SEO Best Practices should not be.

It’s easy to assume that just putting the right key words in your job boards posting, or job opening announcement, will attract attention, sort of like building a signal fire. But, is this really what you want? When you are stranded on a desert island, any generous soul with a way off the island is great, but, does that same strategy apply to seeking the right person to fill your position?

In most cases, all that is needed is just one highly qualified and motivated individual. So, how many good candidates does it take to find the perfect one? And, is more necessarily better?

Using SEO as a catch all traffic magnet may not be the best approach to attract candidates that are not just “good” but “right”. Here are some tools and techniques to avoid, if you want to prevent the bottle neck that occurs when too many good applicants apply and make finding the right applicants harder.

  • PPC, or paid search engine advertising of any kind is likely a waste of your time. Not only does it tend to attract “lowest common denominator” candidates, but its effectiveness is waning. According to Search Engine Land, 75% of all users are now ignoring sponsored search results in favor of organic search results. This means that up to ¾ of the people who are seeing your ad are avoiding it!
  • Generic keywords can also provide too large a net. While there are likely highly skilled people that will be attracted to your talent pool, they may not have the specific qualifications that you need. Meanwhile, more savvy job seekers may bypass you in favor of more specific results.
  • Isolated or highly controlled postings can also hamper your SEO efforts. You want to control the search for talent and that’s good, but there are people willing to share your posts, if you make it easy. By refusing to use social share features or post in places you can’t control, you may be cutting your talent pool down considerably.

What your SEO Best Practices should be

So, what can you do? It’s tough to choose the right tools without using a “shotgun” approach and spreading yourself too thin. Here are some tips and techniques that you can use within platforms where you are already engaged and some suggestions for new tools that might help you improve results.

  • Content is king. I’ve written about this before, but you can use website and blog content to attract job applicants. By writing a career specific, job search tips post, or an article on the most successful people in any position, you will attract people able to fill that role. Simply complete the circle by adding a call to action that includes finding out about job openings, or applying to your position.
  • Make your keywords industry and even position specific. Instead of “IT director jobs” try “Network engineer master’s degree jobs”. It is similar to using long tail keywords in content marketing to attract the right clients. If you have specific qualification requirements, do your homework and use keywords that will bring you those highly qualified candidates.
  • Share your listings! This one should be a no brainer, but people talk. A fully employed market analyst likely has friends that are looking for work in that same field and will gladly share your position, if it’s easy. Most platforms allow for social sharing and you should take advantage of this. It is word of mouth and we all know how powerful that can be.

Taking your SEO a step further

You may not have considered using video in sharing your job openings, but you should.  It’s essential for SEO Best Practices.  It is the most highly shareable content online. In fact, the term “viral” was not in common usage until Youtube became a prominent force in internet video. But wait, you say, aren’t we trying to avoid the viral response in favor of well qualified candidates? Yes, but video can do that!

  • Video gives you a way to show and not just tell what your position is all about. You can include any information you want. In video format, it is not as likely to get skimmed over, or ignored.
  • This is the next best thing to sitting down next to your client and explaining to them what it is you want out of the perfect candidate. A lot gets lost in written communication and a well done video can help job seekers read between the lines.
  • Video can even be used to present your job openings, or job fair live in real time! What better way to compete against job aggregators, such as Indeed, that have volume on their side?
  • Meta keywords make video one of the most searchable content forms online and one that more and more searchers prefer over written content. Use the same strategies you would apply to traditional listings to get highly qualified responses to your videos!

Live streaming made simple

The idea of live streaming your job fair, or job opening announcements is appealing, but how do you do it without needing a lot of ramp up to make sure your audience is ready and waiting at the right time? The time and energy required to successfully market a live event can often overshadow the benefits.

There’s an app for that. Meerkat has developed an app that allows for direct sharing via smart phone to Twitter networks! That means that you can broadcast whatever you put in front of your phone to everyone who follows you or your company on Twitter without a lot of technical knowledge, or expensive live streaming services.

Here’s how that might work:

  • You announce the broadcast to your followers and some tune in. Some of these may be candidates themselves.
  • They, in turn, share this with followers they think might be interested. If your event is set up to take place over a period of time, these followers can then join the event in progress.
  • From here it can spread exponentially! The value of this type of sharing can be limitless. Not only that, but through the use of Twitter, viewers can respond to what they are seeing and start a dialog with you and other viewers.

Through the power of well-chosen hashtags, this one tool right here can provide some of the best SEO money can buy. Whatever approach you take, be sure it is integrated and consistent. As you work within new platforms and tools to expand your reach, keep your messaging and branding centered around the values you seek in a job applicant and utilizing SEO Best Practices can help you build a richer and deeper talent pool.




Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.

10 Great Landing Page Examples in Recruiting & Hiring

Learn how the FLSA changes will impact your workplace. Webinar 10/29 at at 1 PM by clicking here.


Why a Great Landing Page is Important.

When it comes to career and job posting landing pages, not all companies are equal, in fact, some are just down right dreadful. I’ve collected a list of ten great career pages and we’re going to tell you why I like each of them, but first, here are some things we found on pages that shall remain unmentioned, that really didn’t encourage us to apply.

  • Sites that insistently try to sell to potential applicants with pop ups and obnoxious drop downs! Seriously? This seems like a pretty obvious no-no.
  • Sites that made it darn near impossible to find what you were looking for, including links to their career opportunities. While this one is on the web designer, they paid for the site, which should tell you something about the value they place on employees.
  • Sites that tooted their own horn to the exclusion of making potential applicants feel like they had anything to offer and would be lucky to get their resume read!

And here are a few things we likely won’t mention on each of these that we found on all of the good sites we looked at.

  • Welcoming layout that made you want to look around and feel at home. If you are going to give up a third of your life to a company, you should feel comfortable there, right?
  • Videos of real employees describing their job, or showing them in action!
  • Lots of ways to share the page on social media, or through email. Many sites even had embed codes for career description videos to be used on other sites.

So, here are ten great landing page examples of sites  that I liked in no particular order.



The page is simple and straight forward, but provides a ton of value. Large photo links to career sections and features like their career blog, filled with tips on work and jobs. A single click takes you to a registration page from the “start here” link at the top, giving you the opportunity to become a part of their talent pool.

They also feature a Careers newsletter you can subscribe to that doesn’t just list job opportunities, but customizes the content to fit your career interests!



Who doesn’t like the Geico gecko? The page is deceptively simple, but it quickly opens up to give you tons of information about jobs, the company, and a cool little menu box with this header: “What do you want to do at Geico?” Options include; create, sell, delight, lead and strategize.

Right on the front page, you will find a link to get job alerts, which leads to a form that puts you into the Geico talent pool and allows you to receive updates on career opportunities. It’s customizable by role and allows for alerts to be either emailed, or sent via text to your phone!


Dell Computers

The landing page at Dell has a lot going on. Again, right at the top, there is a link with a great title! “Join our talent community” the resulting job alerts dialog is customizable for both interest and location. The “Why work at Dell” video is well done and to the point. And the remainder of the top half of the page is lined with helpful links with career advice about interviewing, tracking your career and more.

Dell also featured one thing we didn’t see in many places, links to articles about worker’s rights. All in all, the page is a little busy, but jammed with great value that you could learn a ton from, even if you never put in the application or signed up for job alerts!


General Motors

GM is one of those huge corporations that everyone loves to hate on, but there landing page feels like anything but that. It is full of energy and ideas about the great future of their industry and how it is shaping our world. The “search and apply” link in the top nav bar takes you to a well laid out job search page.

Again, the job alerts profile is customizable by interest, location and even keywords. One cool resource they have is a downloadable “recruitment timeline” to show potential applicants what they can expect in terms of what happens next. The site is a treasure trove of information about GM, from careers to blog posts about some of their classic designs.



The company that has powered the imaginations of so many computer users in the past generation carries that innovation to their landing page as well. The top of the page features Jobs search text block that breaks the task into categories, or lets you search by location. The greatest thing about this feature is possibly the large image with an icon pointing to it that reads “You’re what’s next!”

In the center of the page, a large gallery of image links lead to a host of career seeker resources that would probably make up a credit hour in an MA program at most universities. Among them is a “your candidate profile” link that takes you through to a page where you can access past information, or choose “new candidate” to begin the process of entering the Intel data pool. This feature is slightly less convenient than some.



ABB is not as warm and cuddly as some of the sites we’ve listed, but every single link opens up to new added value at every turn. To become a part of the ABB talent pool, you need to upload your CV and fill out a fairly extensive personal application. They do offer the opportunity to have your application shared with other recruiters, making you available for positions that might not be open currently, or that you overlooked.

They offer a lot of advice on how to apply and all of the instructions are very straight forward and easy to manage for the computer savvy, which probably saves them time weeding out clients who would not do well in their high tech environment.



In addition to bringing good things to light, they have also brought a few to their landing page. One of the first links you see leads to their job alerts sign up, following a link labeled “Join our talent community” a drop dialog box allows you to select an area of career interest, to customize the responses you’ll get.

The rest of the main page is very simple, with a global job search map and oversized social media buttons that invite you to join them on various platforms. At the top is where you’ll find links to information about company culture and the like.



The Kickstarter landing page is predictably simple, much like their concept. It has a lot to say about company culture and a bit about history. At the top you’ll find a “sign up” link that puts you on their mailing list. There are no customizable fields, which is likely because the company is still small and job openings are somewhat limited.

By far, I found the best feature of the Kickstarter landing page at the very bottom. They have inserted a simple email link, but the text surrounding it says it all, Don’t see what you’re looking for but still interested in working with us? Email us at [email protected] to tell us why!


Wholefoods Market

The Wholefoods Market landing page is so simple it almost didn’t get included. But, the simple layout makes everything easy to find and everything you need is right there. While big sites with bells and whistles do invite more exploration, the page is easy to navigate and very straight forward.

Their single video is tucked away behind a link that reads “why we’re a great place to work” and it is very well done. The written content is clear and concise and gives a lot of information about the company, in fact, the whole page feels like an invitation to apply.


Quicken Loans

The Quicken Loans land page may be the best lesson for smaller companies. It proves that simple can be good. From the friendly, welcoming design to a well thought out layout, to packing a lot of resources into a small space, Quicken has provided a ton of value in a page that many DIY webmasters could build themselves.

Following the “Sign in” link to the top takes you to a profile login page that has a link to create a new profile if you are not quite ready to apply. Following this link lead to the only Linked In profile integrations I found, which is a shame. If you don’t have Linked In yet, you can fill out a profile the old fashioned way as well.

So, what are the take aways?

If you don’t currently have a landing page for your recruiting efforts, you should. If you do, you could likely learn a thing or two from a five minute visit to each of these pages. Where people choose to apply, and what job they ultimately accept depends on many things that are outside of your control, but this one aspect is easy and there are a lot of ways to get it right!



Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.

19 Best Free Job Boards Recruiters Can Use Today

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Advantages of Free Job Boards

When it comes to job boards, there are several of them out there.   In this article we look at some of the best free job boards.   Not every job board is free, especially to a recruiter.   If your looking to maximize your job posting being seen and to build your candidate pool, this is one of the best ways to do it.   Also, take a look at some of the best Niche Job Boards out there for Recruiters.

  • PostJobsFree. Post jobs for free. Distribute jobs to all the popular job search sites.
  • Career Cast Career site for finding targeted job opportunities by industry, function, and location
  • Iapplicants.  Pushes jobs posted on iapplicant to a host of other free job boards.
  • USAJOBS.  Enabling federal job seekers access to thousands of job opportunities across hundreds of federal agencies and organizations.
  • Recruiter.  Provides free job postings, and job seekers to be anonymous and receive job alerts.
  • Employment Pipeline. Job seekers can search by location or occupation. Job posting is at no cost. They offer additional services for both employers and job seekers.
  • ResumeBucket.  Companies can post their jobs for free,  also provides a free resume builder for the job seekers.
  • ZipRecruiter.  Employers, recruiters and staffing agencies post jobs free to 100+ job boards with 1 click. Active resume database.
  • Veteran Jobs Gateway.  A job search community for American military veterans – offers networking opportunities, job boards, and comprehensive online resources for job-hunting
  • JobZoom.  100% FREE Job Posting and Distribution! CLICK HERE to Post in Seconds – FACT: We deliver results… – Free employer accounts view screenshots
  • Oodle. Online marketplace that offers free job posting. Job seekers can search by location and keyword.
  • Resumark.  With you list jobs for free and You can also search our entire database of resumes for free using the Google™ search technology.
  • Wisestep. Job posting platform that also offers a referral system. Total referrals paid to date are over $3 million and counting.
  • JobCaseA new social network for the blue collar job seeker community, they also offer free job postings. Members can post on the website forum and allow candidates to have access to a variety of job search resources.
  • Jobvertise.  The worlds largest FREE jobs and resume database! Employers search resumes and post jobs FREE. Jobseekers post resumes and search jobs FREE.
  • Hound.  We provide jobs directly from employer websites, job boards, newspapers etc. Browse millions of latest jobs from thousands of companies. Hound your job search here now.
  • ResumeLibrary.  Resume-Library is America’s leading independent job site dedicated to helping candidates find their dream career and supporting recruiters in sourcing the right talent for their vacancies.
  • SimplyHired.  Search for job opportunities across the United States on Simply Hired. Browse by job category, city, state, employer and more. Get a head start and post your resume.
Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.

How Important Are Change Agents at Your Company?

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The termination of Victoria Taylor set off a firestorm among community members at the popular online forum, Reddit. Users began protesting Taylor’s termination first with an online petition calling for the interim CEO’s resignation followed by her actual resignation all the while the company continues to be the conversation among mainstream media. The media firestorm ignited because an employee that was extremely popular and valuable to the online community was terminated and no information was shared with the community.

In retrospect, the company should have graciously provided Taylor a termination package allowing for her to exit gracefully, peacefully and allow the community members to adapt to the change. Unfortunately, Reddit didn’t understand the importance or power of Taylor. You probably don’t know who is a trust agent or linchpin for your own company.

How do organizational leaders figure out who their change agents, trust agents and important employees are? Not each trust agent holds a senior leadership position. Where do we find out who these people are so that we can plan for their exit, the potential backlash and other organizational challenges appropriately?


Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.

Transform Recruiting through Social Media Transparency

Learn how the FLSA changes will impact your workplace. Webinar 10/29 at at 1 PM by clicking here.

3 ways to maximize post hire value

Sometimes it seems as if the entire world is on social media sites. While the use of social media is not universal, the statistics published by the Pew Research Center for September 2014 give substance to the perception.


  • 71 percent of all Internet-connected adults in the U.S. have a Facebook page.
  • 52 percent use at least two social media sites.
  • 50 percent of college-educated online adults use LinkedIn.
  • 70 percent of all Facebook users interact with the site at least once per day.
  • Facebook users have a median 155 Facebook friends.
  • LinkedIn, Twitter, Pinterest and Instagram all showed a significant increase in usage in 2014 over 2013.


Here is what makes corporate managers a bit nervous: All of those social media users could conceivably be talking about your company — and they feel powerless to control the conversations.

If you have the responsibility for attracting the top talent, convincing them to join your company and helping with their development and retention, you might be leery of the social media sites. After all, users can say what they want, sometimes in complete anonymity. If someone posts a comment that your company treats applicants rudely — for example, never acknowledged the receipt of a resume or rescheduled interviews at the last minute — others might have less interest in working for your organization.

Many HR professionals have chosen to ignore social media, believing that any interaction could give detractors an opening to attack. However, social media transparency can go a very long way to polish your reputation and defuse potentially detrimental comments.

Here are some tips to leverage the power of social media for recruiting top candidates.

No individual, department or company handles every situation perfectly.

You or your organization can make mistakes. Accept that fact, and be willing to admit your shortcomings when needed.

Learn what people are saying about you, especially your current and former employees.

One excellent way to do this is to check the reviews posted about your company on Glassdoor. You might be pleasantly surprised and learn that your employees value the mentoring they have received. On the other hand, you might learn that your employees feel that their onboarding process left a lot to be desired. Either way, use the feedback to rectify problems or strengthen the positives.

Do not be afraid to engage others and respond to criticism.

For example, suppose you find a scathing diatribe about how a candidate waited 10 days to be called back for a second interview after being told that he would hear from you within 24 hours. Apologize, assure the poster that this is not normal for your organization and advise that you will look into ways to make sure such incidents do not happen again. Do not make excuses, argue or “call out” the poster.

Whenever possible, post relevant news on your social site.

If you are participating in an upcoming job fair, announce it on social media. If you have job vacancies, post them on your social sites as well as your company website.

Give people a chance to get acquainted with your company, even when you are not currently recruiting.

Discuss what your organization values, its mission and its goals. Letting people learn about your company culture can make it easier to recruit them when the need arises.

Stay current on the latest technologies to make sure that your efforts are not wasted.

For example, the latest estimates show that 90 percent of your candidates use mobile devices to search for and review your jobs. You need to ensure that they can find and access your posts, regardless of the device they use.

Marketers know that word-of-mouth is still one of the most effective tools available. HR directors know that referrals from current employees or trusted associates can often result in exemplary candidates. The social media sites combine aspects of word-of-mouth advertising with personal referrals — and the results can be outstanding.

Social media needs to be handled properly to achieve the results you desire. If you need guidance on creating, implementing or managing a transparent social media presence, consult a professional agency, such as, that has experience in using social media to recruit the best talent.

Sean Little is the VP of Marketing for FirstJob, a marketplace for recent college graduates looking for quality career opportunities. Sean has previously written articles for Elite Daily, General Assembly, SmartRecruiters, and others. When not busy trying to help recent grads find their dream job, Sean can be found out in San Francisco partaking in live music.
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