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#ResumeWriting : What is an ATS? What is SEO? What are Keywords in Resumes? Think your Resume Got Read? Think Again!

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Job seekers and resume owners are often confused about the terms and definitions of ATS, SEO, and keywords.  Some clients think there is a certain set of standardized words you insert into the resume to get seen after they upload the resume into an online system.

Here is an easy breakdown of the terms and how these resume elements are used by recruiters in the job placement industry.

ATS is the acronym for Automatic Tracking System. The ATS is the software application (often cloud-based) that recruiters use to receive, house, sort, document applicants who apply to specific job requisitions.  Recruiters also perform a procedure called a Boolean search in the SQL database to find applicants with keywords or key phrases in their resumes.  The Boolean search is an automated, and faster method to reduce the number of actual resumes recruiters have to read by identifying the ‘more qualified candidates’ in the system by keyword inclusion.

SEO is the acronym for Search Engine Optimization. Using an Internet browser (e.g., Google, Bing, Opera) to find information means implementing Boolean search using key words to find Search Engine Optimized pages or documents.  The search engine will look for websites with the keywords or phrases and the sites with the ‘most number’ of those keywords or phrases will show up in a result queue, with the most optimized websites at the top of the list.

Recruiters use the same Boolean search process in an ATS (resume database) as an Internet search.  Once the recruiter conducts the search either in the entire database or only within applicants to the specific job requisition, then resumes with the ‘most mentions’ of a key word or phrase will rise to the top of the result queue. Recruiters don’t have time to read 100, 200, 300 resumes, so rely on SEO keywords to find the ‘most qualified’ candidate based on the higher number of mentions of those keywords in the resume.  They will glance through the top 5-10 resumes in the results queue, and if these candidates fulfill the minimum qualifications, they will proceed to interview or push the resumes to hiring managers for decisions.  It is likely the remaining 90, 190, or 290 resumes will never be read and ‘marked’ en masse as ‘other candidates more qualified.’

 

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Keywords are single words or phrases directly relevant to a job-seeker’s career, skills, experience, and/or education.  For instance, a computer programmer should mention all the programming languages s/he uses as keywords.  Logistics careerists should use the words supply chain, logistics, supply, warehousing, and inventory as keywords, with metrics, to describe their job tasks and achievements.  Salespersons should include keywords related to revenue, sales, marketing, advertising, and income streams.  Property managers should include metrics for units rented, the values of rental properties, descriptions of how they manage or provide maintenance of facilities and vendors contracting for repairs as keywords and phrases.

Executives (C-suite) should not mistake words like ‘leadership,’ ‘guiding,’ and ‘support’ as keywords – these are vague and subjective.  Corporate executives and/or financial directors should have action verbs as keywords and phrases, including development, research, accounting, finance, investments, mergers and acquisitions, supervision, management, director (of something), and/or project or program management.

The action verbs at the beginning of a bullet should be followed with a documentable, objectively written action with a result.  One example, loaded with metrics, would be, “Managed >$20M in contracts for services, current, and future deployment projects including aircraft support equipment, office supplies, and electronics; managed and monitored contracts valued at

~$2.14M for parts and required services, $3.02M in Aircraft Ground Support Equipment requirements, and >$10M in electronics and future deployment components.”

Knowing what these terms mean, and how to use the processes to your advantage, will assist in writing a more objectively-worded, keyword-loaded, and action-based descriptors of your career and experience.  The more keywords, phrases, objective language, documentable metrics, and easy to read bullets in the resume, the faster recruiters will be able to find you, consider your strengths, and pick up the phone to interview.

SEO Key Words for web post:  achievements, action verbs, applicants, ATS, Automatic Tracking System , Boolean search, career , cloud-based, definitions, descriptors, experience, hiring managers, Internet browser, Internet search, interview, job description, job placement, job requisitions, key phrases, keyword inclusion, keywords, metrics, objective language, online system, optimized websites, phrase, qualifications, recruiters, result queue, resume database, Resumes, Search Engine Optimization, Search Engine Optimized, SEO, skills, software application, SQL database, subjective, system, terms, websites. Examples below:

Key Word Hash-Tags (#):  #achievements, #actionverbs, #applicants, #ATS, #AutomaticTrackingSystem, #Booleansearch, #career, #cloud-based, #definitions, #descriptors, #experience, #hiringmanagers, #Internetbrowser, #Internetsearch, #interview, #jobdescription, #jobplacement, #jobrequisitions, #keyphrases, #keywordinclusion, #keywords, #metrics, #objectivelanguage, #onlinesystem, #optimizedwebsites, #phrase, #qualifications, #recruiters, #resultqueue, #resumedatabase, #Resumes, #SearchEngineOptimization, #SearchEngineOptimized, #SEO, #skills, #softwareapplication, #SQLdatabase, #subjective, #system, #terms, #websites

 

FSC Career Blog Author:  Ms. Dawn D. Boyer, Ph.D., an Associate with First Sun, has a successful business and consulting firm in Norfolk, Richmond, Colonial Beach (Dahlgren), and Gloucester, VA.  Her background is 24+ years in the Human Resources field, of which 12+ years are within the Federal & Defense Contracting industry.  She is the author of 940+ books on business, human resources research, career search practice, women’s studies, genealogy lineages, and has illustrated ~118 adult coloring books.  Her books are listed on Amazon.com under her author’s page for Dawn D. Boyer, Ph.D.

Dawn Boyer, Ph.D., owner of D. Boyer Consulting, and an associate with First Sun Consulting, provides resume writing, editing, publishing, and print-on-demand consulting.  Reach her at: Dawn.Boyer@me.com or visit her website at www.dboyerconsulting.com.

 

                                                                                                                                          FSC Career Blog – July 31, 2022

 

 

 

Your #Career : New Year, New Strategy, New Job…So the Good News for Job Seekers is that Many People are Looking & Planning to Leave their Current Positions, which in Turn Creates Turnover

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Whether you are thinking about finding a new job or contemplating a career shift to another field, the start of a new year is actually a good time to embark upon your search. Making a career change ranks high on many people’s list of New Year’s resolutions. A large spike in people searching on-line job boards, reaching out to contacts on various social platforms, and applying for new positions has marked the first week in January during the last three years.

Free- Lock in Door

So the good news for job seekers is that many people are looking and planning to leave their current positions, which in turn creates turnover and an enormous number of openings. The number of people leaving their jobs voluntarily in the U.S. has been increasing steadily. Once the impact of these resignations is felt, many companies will be searching for new talent to fill these vacant slots and it is expected to create a very robust job market in a wide range of industries.

There is also a sense that this year, more young and mid-level professionals will be looking for the “next” job or making a change, faster than previous generations. As Millennials are now the largest generation represented in the work-place, there is a great deal of evidence to suggest that Gen Y professionals get “job restless” quickly, especially if they feel under-valued, perceive that they don’t have enough visibility, and don’t feel that they are challenged and are learning enough from their current employer. Quite frankly, even if they are happy and like the people they work with, Millennials are often seeking to make a change because they have FOMO (fear of missing out) more than any other generation in history.

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Whether you are part of this demographic or not, all of this means an extremely positive outlook for would-be job seekers. So now that the conditions are positive for your job search, how do you make it happen? What will it really take? Here are some tips that should help you land a great new job in the New Year: 

  1. First, even though there are positive conditions for job seekers, don’t be over confident and make the mistake of under preparing or under estimating the amount of time and energy a true job search takes.
  2. Do your research when you are applying for jobs and demonstrate a real interest and knowledge of the employer. Elevate this to an even higher level of preparation for an interview. Recruiters are completely turned off when you don’t even know what the company does.
  3. Make sure that you have “good job search habits”. What I mean by this is that you should view your search as a job that you literally get up for each day of the week, get dressed and get to work. You set goals for the day of applying for positions that aren’t random, but you are truly interested in and qualified for and you keep a record of these and dates to follow up. You reach out to a number of contacts in your network and set up as many calls and “coffees” as possible.
  4. If you haven’t already, establish an email account that is professional and can handle large files. If you have been using your nickname @ AOL AOL +%, it’s time to set up a Gmail or similar large email account with your real name.
  5. Make sure you name your resume with your actual name, not “my resume”. You would be shocked at how many job seekers don’t do this and then wonder why they never hear back on a job they seem qualified for. It’s often because recruiters can’t find them.
  6. Master social. Utilize social media in strategic ways. Find companies and organizations that you are interested in and follow them on Twitter TWTR +0.00% andLinkedIn LNKD +0.00% and comment appropriately. Look out for tweets or job announcements and follow up.
  7. Utilize your college/university connections. The career center, alumni relations, and LinkedIn university pages are fantastic ways to find alumni from your Alma Mater who may be working in companies or industries that you are interested in. They can often offer advice and support as well as help connect you to additional opportunities.
  8. Speaking of networking, do it in person as well as online. Getting in front of people and being able to articulate what you are interested in, and a little about your background in a short amount of time (60-90 seconds), is an important “pitch” strategy to develop.
  9. Always be ready. Whether it’s a phone call, text, or other communication. In other words don’t pick up the phone if you are half asleep or at some loud social gathering. Rather, let the call go to your professional voice mailbox and then call the recruiter back when you have had a cup a coffee and are in a quiet area with strong cell phone reception.
  10. Keep up your energy, determination, and positive attitude. Job searching can be a very humbling experience, but no one wants to hire someone who appears frustrated and desperate.  Demonstrating your genuine interest and enthusiasm are key. Exercise, get plenty of sleep and talk to friends and job search professionals to get encouragement, vent and keep up your spirits.Depending on what positions and organizations you are applying for, your geographic location, and your flexibility, job searches can take a while. The good news is that there is a great deal of movement and opportunity on the horizon, and if you follow these tips, you can land that great new job in 2016.

    Forbes.com | January 13, 2016 | Trudy Steinfeld @nyuwasserboss

Your #Career : Need a #Job? 5 Ways to Get Employed Faster… If you’re Searching for a New #Job, you’re Not Alone. 71% of Workers are Workers are either Actively Looking or Interested in Finding a New Position

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…there are some steps you can take to accelerate your job search. Here are 5 things you can do that will help you get hired faster…

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Your #Career : 5 Items On Your Resume #Recruiters Notice First…Remember that a #Resume is the Start of a Discussion, Not the Close. You are Trying to Get a Meeting or Interview, Not a Job Outright.

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Recruiters Skim Resumes in Seconds & Still Glean enough Information to Decide on a Candidate. I have fond this to be true across industries, positions and levels. I have recruited for a variety of industries (financial services, management consulting, tech, media, non-profit), positions (client-facing, administrative, strategy, creative) and levels (unpaid interns thru multiple six-figure hires), and my recruiting colleagues and I always skim.

 

 

With multiple jobs open at any one time and hundreds of resumes to review, it’s simple math that each resume gets seconds of attention. Here are five items on your resume that recruiters notice first:

Brand names

The names that get attention are top schools, Fortune 500 companies, household brands, and hot start-ups. Your employers and schools screened you and selected you over others. Recruiters weigh the competitiveness of that filter. Recruiters’ preferences will depend on the search. For an executive-level position, top schools still carry weight but not as much at this stage of the career as recent companies. For a recent graduate with less information, the school brand matters more. If the role is for a fast-growth newer company, a history with successful start-ups may be preferred over even Fortune 500 companies. However, if the search is specifically to find a large-company executive then the Fortune 500 names will carry the day.

Make sure you put as many brand names as possible. If your employer is not a household name but is a leader in its field, put a one-line sentence to indicate this (e.g., largest textile manufacturer in Japan). If your employer is not itself a brand name but serves brand names, make sure you mention this. If your start-up is gaining traction but is not widely known, include something that indicates success—for example growth figures or media mentions.

 

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Keywords

Many recruiters don’t just look at every resume that comes in. They do a search for specific keywords. It might be a brand name – in the above example of the fast-growth company, the recruiter may search for competitor names experiencing a similar growth trajectory. Other popular keyword searches are technical skills like software or programming languages, certifications like the CPA or PMP, and functional skills like direct response for a specialized marketing search or regression analysis for a data analyst position. Just because you apply for a role does not mean you will be considered for that role. The recruiter may pull up resumes based on keyword, rather than who applied.

 Make sure your resume includes detailed keywords even if you think your title makes it obvious. If you are a direct mail marketer by title, you should still elaborate on the direct response, segmentation, and other specific campaigns and analyses you did, even if you think it’s redundant with your title. First of all, recruiters may not ever see your title because they won’t see your resume if you don’t get pulled up in their search. Secondly, recruiters are often generalists who search across a variety of positions, and the one working on the direct mail/ direct response/ email marketing search may not know what your role entails just by its title. Finally, titles vary across companies – do not assume that what you do is obvious.

Chronology

Recruiters zero in on gaps, short tenures, and lack of progression. Depending on how recent the issues are and other competing factors, the chronology in a resume may be a deal breaker. A gap in the middle of an otherwise solid career is less of an issue than a recent gap. A shorter gap (less than six months) is a non-issue. Multiple jobs with a year or less of tenure raise suspicions that the candidate has no staying power – either they can’t commit or the employer doesn’t want them. If this occurs earlier in the career and recent positions show longevity, it probably doesn’t matter. If there is longevity but no increase in responsibilities, title or results, then this shows a lack of progression.

Review your own resume just by dates and tenure. You may need to include shorter stints that you planned to omit but they fill in gaps. You might unnecessarily have short stints listed because one of your employers got acquired so it’s really a name change, not a short tenure, or maybe you moved from one subsidiary to another, each with different names, so it’s internal movement, not separate short stints. Make sure you group these experiences together, so you show continuity. Write your position descriptions to reflect progression especially for roles you have held for a number of years.

Mistakes

Spelling and grammar mistakes jump out. The candidate looks sloppy, unprofessional, uncaring. If proper names are misspelled (a company listed as a client, a software listed as a skill) it raises doubt as to whether or not the candidate really worked at the company or knows that program.

 Spell check is the first line of defense, but homonyms and names won’t get caught there, so you still need to copy edit line-by-line. Led versus lead is the most common mistake I see – the candidate means to write in the past tense (“led a team”) but instead spells it as it sounds (“lead a team”).

Potential

This is not one specific item on a resume but the feel across the entire resume. Brand names, relevant keywords, longevity and progression, and no mistakes all contribute to the message that, yes, this candidate has potential. In addition, the body of work – skills plus experience plus specific industry or functional expertise – also point to whether there is a potential fit to the opening on hand. The aesthetics of the resume – layout, readability, conciseness of descriptions – signal professionalism and attention to detail. The emphasis in the resume – the summary on top, the first bullet of each job, the results that are quantified – point to what this candidate feels is their value proposition. Does it match what the recruiter needs for the role?

Give your resume to someone else, anyone else to read. Someone who doesn’t look at resumes all the time will not be able to skim it in a few seconds, but it shouldn’t take that much longer to form an opinion. What jumps out at them? What do they think you do? What job do they think you’re applying for? Once you have all the facts down on your resume, edit it for potential – make sure it’s easy one the eyes and that you’re highlighting your value.

Remember that a resume is the start of a discussion, not the close. You are trying to get a meeting or interview, not a job outright. Don’t feel like you have to put every detail of every project. Put enough information – brand names, relevant keywords, longevity and progression, error-free presentation, potential value — so that you are clearly in the ballpark for the roles you want, but it will never be all the information you have. Your resume as an invitation to get to know you further.

Caroline Ceniza-Levine is co-founder of SixFigureStart® career coaching and has worked with executives from American Express AXP +0.00%, Condé Nast, Goldman Sachs, Google GOOGL +0.50%, McKinsey, and other leading firms.. She is the co-host of the upcoming FREE webinar series, Confessions of a Former Recruiter, running September thru November. Connect with Caroline on Google+.

Forbes.com | September 12, 2015 | Caroline Ceniza-Levine

#Strategy: The Best Way to Get the Truth Out of a Job Candidate…The Single Most Important Thing you Could Do as an Organization is #Hire the Right People.

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Last week hedge fund manager Jason H. Karp explained during the Milken Institute’s Global Conference that his company’s personality assessment helps reveal positive and negative attributes in job candidates. He went on to say that the personality traits he looks for the most in traders and analysts are openness to change and grit (or resilience).

Man in suit sitting in dark room illuminated only by light from a lamp and looking in camera

“I would argue that the single most important thing you could do as an organization is hire the right people,” Frederick Morgeson, an organizational psychology expert and professor of management at Michigan State University, tells Business Insider. And a key way to do that, he argues, is by investing time, energy, and money into properly conducting personality assessments.

Morgeson says what’s truly unique and commendable about Karp’s tactic is his clear understanding of what he needs for the job and the company. This is the crucial first step to conducting personality assessments the right way.

Why do personality assessments matter?

The point of personality assessments, Morgeson says, is to get an idea of what traits someone possesses and what types of behaviors they engage in so you can assess how well they match up to the traits you believe are really important for success in the job and in the organization.

Questions like, “To what extent do you like trying new or different things?” and, “Tell me about a time when you had to try something new,” for example, would indicate a job candidate’s level of openness to new experiences and change.

job interview

Morgeson points out that if a company hires someone who makes between $50,000 and $60,000 a year, over the course of a 20-year career, that’s at least a million-dollar investment in that person.

According to Tomas Chamorro-Premuzic, a professor of business psychology at University College London and Columbia University and CEO of personality profiling company Hogan Assessment Systems, when tests are scientifically validated, they are better at predicting future performance than interviews, references, and résumés.

Here are the steps you need to take to get the most out of your own company’s personality assessments:

1. Understand your needs.

The first step to personality assessments is figuring out your company’s values, missions, and the needs for the job.

“If you don’t do the work as an organization to make sure that those traits that you’re trying to find in your candidates are in fact the right traits for your organization and for the jobs they’re doing, you’re going to have problems,” Morgeson says.

Businesses need to ask:

  1. What is is going to take to be successful in the job?
  2. What is it going to take to be successful in the organization?

Only once these ideal traits are clear can a business proceed to the next step of assessing candidates’ personalities and their fit.

 

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2. Pick an assessment.

There are thousands of different personality assessments available on the market today. One most people have heard of is the controversial Myers-Briggs Type Indicator test.

Karp said his company looks for openness to change, which is one of the “Big Five” personality traits, another common model for assessing potential new hires.

Collectively, these traits are often referred to with the acronym OCEAN, which stands for openness, conscientiousness, extraversion, agreeableness, and neuroticism. Even though Karp said that neuroticism could lead to what he calls a “nuisance hire” — someone that has potential, but could be a drain on the company — he admitted that he himself exhibits this trait.

Often people will exhibit a mixture of some of these personality traits, Morgeson says, but there are usually a few that stand out to assessors more than others.

interview

3. Beware of common mistakes.

Where companies often trip up, Morgeson explains, is not assessing these personality traits the right way.

“One of the things that the field [fusion_builder_container hundred_percent=”yes” overflow=”visible”][fusion_builder_row][fusion_builder_column type=”1_1″ background_position=”left top” background_color=”” border_size=”” border_color=”” border_style=”solid” spacing=”yes” background_image=”” background_repeat=”no-repeat” padding=”” margin_top=”0px” margin_bottom=”0px” class=”” id=”” animation_type=”” animation_speed=”0.3″ animation_direction=”left” hide_on_mobile=”no” center_content=”no” min_height=”none”][of organizational psychology] has struggled with is, we know these personality traits matter for how people perform, but how do we get at them, how do we measure them, how do we effectively assess them?”

Assessors could potentially ask the wrong kinds of questions to discern a personality trait.

“Even though they have an idea of what they want, they’re not engaging in a process that will really help them understand the candidates’ or the applicants’ standing on those characteristics,” he says.

Critics of personality assessments also claim it’s too easy to game these tests. John Rust, director of Cambridge University’s Psychometrics Centre, told the economist that because the expected answers to these assessments are often clear, companies wind up “selecting the people who know what the right answers are.”

Morgeson admits this is especially problematic when using these assessments for hiring, since job applicants are more motivated to lie and tell interviewers what they want to hear. But good personality assessors have ways to know when someone’s lying, he says:

  1. They build a lie/cheat scale into the assessment. One way to do this is to ask a candidate if they endorse something that doesn’t exist. If they answer in the affirmative, this raises the question, what else are they lying about?
  2. When a potential hire’s answers seem too good to be true, they follow up with them about it in some kind of interview process.
  3. They reach out to the candidate’s references and ask them to answer the same question about the job candidate and see if the responses line up.

“The whole point of the hiring process is you’re trying to learn the most you can about an applicant in as many different ways as possible,” Morgeson says.

Businessinsider.com | May 5, 2015 | RACHEL GILLETT

http://www.businessinsider.com/best-way-to-get-the-truth-out-of-potential-hires-2015-5#ixzz3ZIMTjJ5F[/fusion_builder_column][/fusion_builder_row][/fusion_builder_container]

Your Career: How To Not Work For The Rest Of Your Life…It’s 100 Percent Possible for You to Not Feel Like You’re Working for the Rest of Your Life, I’m Not Throwing Around Empty Inspiration

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I was fascinated and thankful to recently read, “How to Accept that You Have to Work for the Rest of Your Life,” because it opened me up to a big realization, which went something like, “Holy crap! I totally forgot that a huge chunk of our generation feels like this!”

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We need to stop and have a meaningful conversation about this, and I’m so glad to have been reminded of the necessity.

I remember well the terrifying prospect of graduating college and being faced with the interminable reality of working for 40 or 50 years. Personally, it made me break out in cold sweats and I ended up quitting my first job 18 months after I graduated … because reality was just a little too real for me.

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Very long story short — I ended up becoming a life and career coach for women of our generation. I help people pinpoint the intersection between their career and their passion so they can feel alive and fulfilled. I’ve personally gone from being terrified to “work” for endless decades to feeling like everything I do is “living,” not just “working” (and living around the confines of work).

When I say that it’s 100 percent possible for you to not feel like you’re working for the rest of your life, I’m not throwing around empty inspiration. I know that it’s possible because not only have I done it for myself, but I’ve also helped hundreds of women in our generation do the same.

It’s not peddling magic or false hope or unicorns and rainbows. I’m talking about having a passionate life and career that’s real, attainable, grounded, actionable, and that you (yes, you) can actually make happen. Let’s talk about how to get started.

1. Know that what you believe to be true will continue to be true for you.

It’s very normal to graduate college and be forced to accept the reality of working for the rest of your life. But “normal” doesn’t have to mean “necessary.”

If you believe without question that life has to be a matter of sitting at a desk, commuting, feeling so-so, and living your life in the limited space in between, then that will continue to be your reality.

It sounds simple, but it has profound impact when people take this to heart: When you choose to question what you believe to be true, everything can change.

Even believing that you could just maybe do something that excites you more, allows you to leave the desk, or gives you plenty of flexibility (or whatever else you’re craving) will change the way you think and act.

When you’re open to more possibilities, you might give yourself permission to job search, or put firmer boundaries around the time you spend working, or (gasp!) quit your job.

2. If you feel like you’re tolerating your work (or life), something’s off.

Honestly, more often than I wish were the case, I get asked: “Does this really have to be it for me? Is this really all there is to being an adult?”

No. Please believe me when I say that life doesn’t have to peak at “acceptance.” Life peaks at “thriving,” “joy,” “fulfillment,” “deep satisfaction,” “excitement,” and “passion.”

If you feel like you’re accepting or tolerating your situation, that’s not a sign for you to shrug your shoulders and learn how to cope with your reality.

It’s a sign (consider it a big, neon, blinking one) that you’re not feeling totally fulfilled, and that it’s time to take action and change your reality. Which leads me to…

3. You might not be working the right way for you.

This was so not obvious to me when I graduated college, and it’s taken me years to understand and refine this point: Not everyone is meant to work the same way.

If you can’t tolerate sitting all day, there’s nothing wrong with you. You need to move.

If you can’t fathom someone telling you what to do with your time for the rest of your life, there’s nothing wrong with you. You need autonomy.

If you can’t get excited about the mission of your company, there’s nothing wrong with you. You need purpose.

I feel so strongly about this that I encourage you to take The Passion Profile Quiz. It’s a free resource that my business partner (the awesome Kristen Walker) and I created to help women of our generation figure out how to discover the intersection between their career and their passion, so that they can have a career that feels good to them.

And lastly…

4. Be willing to confront the fear of not accepting your situation.

It’s easy to start tolerating the idea of “working” forever, even if the thought kind of suffocates you, because it’s understandably scary to take the action required to change.

Weigh your options. How does it feel to contemplate being in toleration mode indefinitely? How does the thought of opening yourself up to something else (even if you don’t yet know what that is) feel?

I know it’s possible for you to feel awesome about your career and life. It’s actually so possible that I had forgotten other people believe they should “accept” the way the work world is.

So, I’d love to know how much you’ve felt like you should accept your situation and what you might be thinking now. I’d love to connect with you in the comments below!

Businessinsider.com | January 6, 2015 | RACHEL EAST, LEVO LEAGUE

http://www.levo.com/articles/career-advice/how-to-not-work-for-the-rest-of-your-life#ixzz3O4muEKw7