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Create ResumeHard skills on a CV are the specific, teachable abilities you can prove through work, training, tools, systems, qualifications, or measurable results. In the UK job market, strong hard skills are not just a list of impressive words. They help recruiters quickly understand whether you can do the job, whether your experience matches the role, and whether you are worth moving to interview. The mistake I see constantly is candidates adding every tool, platform, and technical phrase they have ever touched. That usually weakens the CV. The strongest CVs show the right hard skills in the right places, backed by context, outcomes, and role relevance. A hard skill only earns its place if it helps the recruiter answer one question: can this person realistically do the work?
Hard skills are practical abilities that can usually be taught, tested, measured, or demonstrated. They are different from soft skills such as communication, adaptability, teamwork, or leadership.
Hard skills include things like Excel, SQL, financial reporting, CRM management, data analysis, copywriting, project scheduling, payroll processing, coding, CAD, bookkeeping, social media analytics, compliance knowledge, machinery operation, language fluency, and sector specific systems.
What matters is not whether the skill sounds impressive. What matters is whether it is relevant to the job you are applying for.
This is where candidates often get it wrong. They treat the hard skills section like a storage cupboard for every tool they have ever opened. Recruiters do not read CVs that way. We scan for alignment. If the job advert asks for Power BI, stakeholder reporting, SQL, and commercial analysis, I am looking for those signals quickly. If I see a messy list containing Power BI, Canva, Mailchimp, Salesforce, bookkeeping, Python, event planning, and basic HTML with no clear logic, I do not think “multi skilled genius”. I think “unclear positioning”.
Hard skills need to support your professional direction. A CV is not a personal archive. It is a hiring document.
The best hard skills for your CV depend on the role, industry, and level you are applying for. A junior administrator, finance analyst, marketing executive, project manager, software developer, and operations manager should not have the same skills section.
Here are strong examples of hard skills you can include when they are genuinely relevant.
Administrative roles in the UK often require accuracy, organisation, systems knowledge, and the ability to keep business processes moving without drama. That last part is underrated. A good administrator prevents chaos. A weak CV makes admin work sound like “general support”, which tells the recruiter almost nothing.
Useful hard skills include:
Diary management
Inbox management
Microsoft Excel
Microsoft Word
Microsoft Outlook
Data entry
Document control
Minute taking
CRM updates
Database management
Purchase order processing
Travel booking
Meeting coordination
Report preparation
Filing and records management
Office 365
SharePoint
SAP administration
Basic bookkeeping
Compliance documentation
Weak Example:
Managed admin tasks and helped the team with office duties.
Good Example:
Managed diary coordination, purchase order processing, document control, and CRM updates for a team of 12, improving response times and reducing missing information in client records.
The second version works because it does not just name the skills. It shows where they were used and why they mattered.
Customer service CVs often fall into the trap of listing soft traits only. Friendly, patient, helpful, and hardworking are nice, but they are not enough. Employers want to see systems, processes, customer handling methods, complaint resolution, and service performance.
Useful hard skills include:
CRM systems
Zendesk
Salesforce Service Cloud
Live chat support
Complaint handling
Call handling
Ticket management
Customer onboarding
Refund processing
Order tracking
Payment processing
SLA management
Product knowledge
Escalation management
Case management
Customer satisfaction reporting
Helpdesk systems
Booking systems
Email support
Data protection awareness
Weak Example:
Good at dealing with customers and solving problems.
Good Example:
Handled customer queries through phone, email, and live chat using Zendesk, resolving an average of 45 tickets per day while maintaining SLA compliance.
Recruiters trust the good example because it shows channel, system, volume, and performance. That is much stronger than saying you are a people person. Everyone says that. Some people then proceed to write emails like a confused parking machine.
Finance CVs need precision. Recruiters and hiring managers are looking for evidence that you understand financial processes, reporting, systems, controls, and deadlines.
Useful hard skills include:
Financial reporting
Management accounts
Month end close
Year end reporting
Budgeting
Forecasting
Variance analysis
Balance sheet reconciliations
Accounts payable
Accounts receivable
Credit control
Payroll processing
VAT returns
Corporation tax support
Bank reconciliations
Cash flow reporting
Purchase ledger
Sales ledger
Xero
Sage
QuickBooks
SAP Finance
Oracle NetSuite
Advanced Excel
Power BI
Financial modelling
Weak Example:
Experienced in finance tasks and reporting.
Good Example:
Prepared monthly management accounts, balance sheet reconciliations, VAT returns, and variance reports using Sage and advanced Excel for a £12m turnover business.
This gives the hiring manager something concrete. It shows technical scope, tools, and business scale. That is exactly the kind of context finance hiring teams use when deciding whether someone is suitable.
Marketing CVs are especially vulnerable to vague language. “Creative campaigns” and “brand awareness” are not enough. Hiring managers want to know which channels, tools, metrics, and outputs you can actually manage.
Useful hard skills include:
SEO
Google Analytics
Google Search Console
PPC campaign management
Google Ads
Meta Ads Manager
Email marketing
Mailchimp
HubSpot
CRM segmentation
Content management systems
WordPress
Copywriting
Content strategy
Social media scheduling
Paid social reporting
Conversion rate optimisation
Keyword research
Campaign reporting
A/B testing
Marketing automation
Canva
Adobe Creative Cloud
Lead generation
Landing page optimisation
Weak Example:
Worked on marketing campaigns and helped improve engagement.
Good Example:
Managed SEO content updates, email marketing campaigns, and Google Analytics reporting, increasing organic traffic and improving email click through rates across three product campaigns.
The good example is not perfect because it would be stronger with numbers, but it still gives a much clearer picture than the weak version. It shows channels, tools, and outcomes.
Sales CVs need more than confidence and relationship building. Good sales hiring managers look for pipeline discipline, CRM usage, prospecting methods, targets, sales cycles, and revenue outcomes.
Useful hard skills include:
Lead generation
Cold calling
Prospecting
Account management
CRM management
Salesforce
HubSpot CRM
Pipeline forecasting
Sales presentations
Proposal writing
Negotiation
Contract renewal
Territory management
B2B sales
B2C sales
Consultative selling
LinkedIn Sales Navigator
Objection handling
Demo delivery
Tender support
Revenue reporting
Client retention
Upselling
Cross selling
Weak Example:
Strong sales skills and good at hitting targets.
Good Example:
Managed a B2B sales pipeline through Salesforce, generating new leads, delivering product demos, and achieving 112 percent of annual revenue target.
This works because it proves commercial impact. In sales, “good communicator” is not enough. The hiring manager wants to know whether you can create pipeline, move deals, close business, and not turn the CRM into a graveyard of optimistic nonsense.
Technical CVs need clarity. A long technical skills list can help with applicant tracking systems, but only if it is organised and truthful. If you list technologies you barely understand, technical interviewers will find out quickly. They always do.
Useful hard skills include:
Python
JavaScript
Java
C#
SQL
HTML
CSS
React
Node.js
.NET
Git
GitHub
Azure
AWS
Docker
Kubernetes
Linux
PowerShell
API integration
REST APIs
Cybersecurity principles
Network administration
Technical support
Troubleshooting
Active Directory
Microsoft Intune
Jira
ServiceNow
ITIL processes
Weak Example:
Knowledge of many programming languages and IT systems.
Good Example:
Built and maintained internal reporting tools using Python, SQL, and REST APIs, reducing manual data extraction for operations teams.
The good version connects the skills to a real problem. That is what makes technical skills credible. Recruiters may screen for keywords, but hiring managers assess usefulness.
Data skills are increasingly valuable across UK roles, not only in dedicated analyst jobs. But “data analysis” alone is too broad. You need to show tools, methods, and business use.
Useful hard skills include:
Excel
Advanced Excel
SQL
Power BI
Tableau
Looker Studio
Python
R
Data cleaning
Data visualisation
Dashboard creation
KPI reporting
Forecasting
Statistical analysis
Data modelling
ETL processes
Power Query
Pivot tables
VLOOKUP
XLOOKUP
Data validation
Google Analytics
CRM reporting
Commercial analysis
Trend analysis
Weak Example:
Able to analyse data and create reports.
Good Example:
Created Power BI dashboards and SQL based reports to track sales performance, customer trends, and weekly KPIs for senior management.
This is stronger because it explains the purpose of the analysis. Data skills are most valuable when they support decisions, not when they sit in a CV like decorative software names.
Project management skills need to show structure, governance, planning, tracking, and delivery. Many candidates say they “managed projects” when they really mean they helped with a task. That difference matters.
Useful hard skills include:
Project planning
Risk management
Budget tracking
Resource planning
Stakeholder reporting
RAID logs
Project documentation
Agile delivery
Scrum
Waterfall methodology
Jira
Trello
Asana
Microsoft Project
Smartsheet
Monday.com
Change control
Process mapping
Project governance
Sprint planning
UAT coordination
Business requirements gathering
Implementation planning
Status reporting
Weak Example:
Helped manage projects and worked with stakeholders.
Good Example:
Coordinated project plans, RAID logs, stakeholder updates, UAT schedules, and implementation tracking for a CRM migration project.
The good example tells me the candidate understands project mechanics. That is much more useful than simply saying “strong project management skills”.
HR and recruitment CVs need to show knowledge of processes, systems, compliance, candidate management, and employee lifecycle activity. Vague “people skills” will not carry the CV.
Useful hard skills include:
Applicant tracking systems
LinkedIn Recruiter
Boolean search
Candidate screening
Interview scheduling
Shortlisting
Job advert writing
Talent sourcing
Offer management
Onboarding
Employee records management
HRIS systems
Payroll coordination
Right to work checks
Employment contract administration
Absence management
Employee relations support
Performance review coordination
Recruitment reporting
Diversity monitoring
Compliance documentation
Weak Example:
Worked in recruitment and helped with hiring.
Good Example:
Used LinkedIn Recruiter, Boolean search, ATS shortlisting, and structured screening calls to support hiring across commercial and operational roles.
This example works because it reflects the actual recruitment workflow. It also avoids making recruitment sound like “chatting to people and hoping for the best”, which is sadly how some job adverts describe it.
Healthcare and care CVs need to balance practical capability, compliance, patient safety, and documentation. Hard skills here are often tied to training, procedures, systems, and regulated responsibilities.
Useful hard skills include:
Patient care planning
Medication administration
Safeguarding
Infection control
Moving and handling
Care documentation
Risk assessments
Personal care support
Clinical observations
Care plan reviews
Electronic patient records
NHS systems
Wound care support
Basic life support
First aid
Mental health support
Dementia care
Manual handling
Health and safety procedures
Incident reporting
Weak Example:
Caring and experienced in supporting patients.
Good Example:
Supported patient care plans, medication documentation, safeguarding procedures, infection control, and electronic care records in a residential care setting.
The good version is clearer because it shows safe, practical, compliant working. In care roles, kindness matters, but employers also need evidence that you understand responsibility.
Engineering and operational roles require specific tools, methods, equipment, standards, and technical processes. Generic wording can seriously undersell strong candidates.
Useful hard skills include:
CAD
AutoCAD
SolidWorks
Technical drawings
Preventive maintenance
Fault finding
Root cause analysis
Lean manufacturing
Six Sigma
CNC operation
PLC programming
Quality inspection
Health and safety compliance
Risk assessments
Mechanical maintenance
Electrical maintenance
Process improvement
Production planning
ISO standards
Equipment calibration
Technical documentation
Site surveys
Installation support
Weak Example:
Good technical skills and engineering knowledge.
Good Example:
Produced AutoCAD technical drawings, supported preventive maintenance schedules, and completed fault finding on production equipment in a manufacturing environment.
This gives the recruiter real evidence. It shows tool, task, and environment. That is exactly what technical hiring teams need.
The best way to choose hard skills is to compare your experience with the job advert and identify the skills that are both relevant and provable.
Do not copy the entire job advert into your CV. Recruiters notice. Applicant tracking systems may pick up keywords, but humans still read the CV afterwards. Keyword stuffing might get you seen, but it will not get you trusted.
Use this simple filter:
Is this skill required or strongly preferred in the job advert?
Have I used this skill in a real work, study, training, or project setting?
Can I explain this skill if asked in an interview?
Can I show where I used it in my employment history?
Does this skill support the role I want next?
If the answer is no, be careful. A hard skill that looks good but cannot be backed up becomes a risk. It may get you an interview, but it can also create an awkward moment when the hiring manager asks, “Can you talk me through how you used that?”
That is not the moment to discover you only watched one YouTube tutorial in 2021.
In UK recruitment, especially for competitive roles, your CV needs to show role fit quickly. Recruiters are often handling high application volumes. They are not carefully interpreting vague hints. They are matching evidence against requirements.
Hard skills can appear in several parts of your CV. The strongest CVs do not hide them in one section only. They repeat important skills naturally in different contexts, without stuffing.
Your profile should include two or three of your most relevant hard skills, especially if they define your role.
Good Example:
Commercially focused finance assistant with experience in accounts payable, bank reconciliations, VAT support, Sage, and advanced Excel reporting.
This works because it immediately tells the recruiter what kind of candidate you are.
A key skills section is useful when it is targeted and organised. It should sit near the top of your CV, usually after the profile.
Avoid one huge mixed list. Group skills if needed.
Good Example:
Finance Skills: management accounts, reconciliations, VAT returns, budgeting support
Systems: Sage, Xero, Excel, Power BI
Reporting: variance analysis, KPI tracking, cash flow reporting
This is much easier to read than a random line of 25 skills.
This is where hard skills become believable. A skills section tells me what you claim. Your employment history shows whether you actually used those skills.
Good Example:
Prepared weekly KPI reports using Excel and Power BI, giving senior managers clearer visibility of sales trends, stock movement, and regional performance.
This shows the skill, the method, and the business purpose.
For graduates, career changers, or candidates with limited work experience, education and training can help prove hard skills.
You might include:
Degree modules
Professional qualifications
Short courses
Technical certifications
Software training
Portfolio projects
Bootcamp projects
Apprenticeship training
Be honest about skill level. “Completed introductory SQL training” is better than pretending to be an SQL analyst.
The difference between an average CV and a strong CV is evidence. Listing “Excel” is fine, but it does not tell the recruiter how well you use it. Basic Excel and advanced Excel are very different things.
To prove a hard skill, add context.
You can show:
What tool or method you used
What task you completed
What problem it solved
What result it created
What scale or volume you handled
Who used the output
How often you used the skill
What level of responsibility you had
Compare these examples.
Weak Example:
Excel skills.
Good Example:
Built Excel trackers using pivot tables and XLOOKUP to monitor weekly sales performance across five UK regions.
Weak Example:
CRM experience.
Good Example:
Maintained Salesforce records, tracked pipeline activity, updated client notes, and produced weekly opportunity reports for the sales team.
Weak Example:
Data analysis.
Good Example:
Analysed customer retention data using SQL and Power BI, identifying churn patterns that informed account management priorities.
The good examples work because they are specific. They help the recruiter picture the work. That is the whole point.
The hard skills you include should change depending on your career stage. A junior candidate should not try to sound like a senior leader. A senior candidate should not fill half the CV with basic tools unless those tools are central to the role.
If you are early in your career, use hard skills from education, internships, volunteering, projects, part time work, or training.
Strong examples include:
Microsoft Office
Excel
Data entry
Research
Report writing
Customer service systems
Social media scheduling
Basic bookkeeping
Presentation preparation
CRM updates
POS systems
Academic research tools
Project coordination
Canva
WordPress basics
The key is not to pretend you have deep professional expertise. Show practical exposure and readiness.
Good Example:
Used Excel to clean survey data, create pivot tables, and summarise findings for a final year business research project.
That is much better than simply listing Excel under skills with no proof.
At mid level, recruiters expect stronger ownership. You should show that you have used hard skills independently and delivered outcomes.
Strong examples include:
Reporting dashboards
Budget tracking
CRM management
Campaign optimisation
Process improvement
Stakeholder reporting
Advanced Excel
SQL queries
Project planning
System administration
Good Example:
Created monthly Power BI dashboards for department leaders, improving visibility of revenue, conversion rates, and customer trends.
Mid level CVs should move beyond “I can use the tool” into “I used the tool to support decisions, improve processes, or deliver work.”
Senior candidates still need hard skills, but they should be framed around strategy, decision making, leadership, governance, and business impact.
Strong examples include:
Financial modelling
Workforce planning
Commercial forecasting
Business transformation
Operating model design
Risk management
Governance frameworks
Budget ownership
Vendor management
Good Example:
Led commercial forecasting and board level reporting across a £40m business unit, using financial modelling to support pricing, hiring, and investment decisions.
At senior level, a long list of basic software can make the CV feel oddly junior. Mention systems where relevant, but focus on how technical capability supports leadership decisions.
Most hard skills mistakes come from trying to impress instead of trying to match. A recruiter does not need to be dazzled. We need to understand.
A bloated skills section weakens your positioning. If everything is important, nothing is important.
A focused list of 10 to 15 relevant hard skills is usually stronger than 40 loosely connected skills. For technical roles, you can include more, but organise them properly by category.
Never list a hard skill you cannot discuss in an interview. It is tempting to add keywords from the job advert, especially when you want to pass ATS screening, but it can backfire quickly.
Hiring managers often ask practical follow up questions. Not always to catch you out, but to understand depth. If you listed Power BI, they may ask what dashboards you built. If you listed SQL, they may ask what queries you wrote. If you listed payroll, they may ask which payroll processes you handled.
A CV should open doors, not set traps.
Some hard skills are too vague unless you explain them.
Weak labels include:
IT skills
Admin skills
Finance skills
Marketing skills
Computer skills
Reporting
Systems
Analysis
These can work as category headings, but not as evidence. Be specific. Which system? What kind of reporting? What kind of analysis? What level of Excel? What finance process?
A skills list alone is not enough. If your key skills section says “Power BI”, but your work history never mentions dashboards, reporting, data, or business intelligence, the recruiter may question it.
The strongest CVs connect skills across the document. The skill appears near the top, then the employment history proves it.
Candidates sometimes mirror the job advert word for word. I understand why. They have been told to “beat the ATS”. But a CV that reads like a rewritten job description feels fake.
Use the same language where it is genuinely accurate, but turn it into your own evidence.
Weak Example:
Excellent stakeholder management and reporting skills with strong commercial awareness.
Good Example:
Prepared weekly sales and margin reports for senior stakeholders, highlighting commercial risks and stock issues affecting regional performance.
The good version still contains the right signals, but it sounds like a real person who has done real work.
Recruiters do not assess hard skills in isolation. We look at how they connect to the role.
When I review hard skills on a CV, I am usually asking:
Are these the skills the employer actually asked for?
Are the most important skills visible quickly?
Has the candidate used these skills recently?
Are these skills proven in the work history?
Is the level of skill believable for the role?
Is the candidate overclaiming?
Does the CV show enough evidence to justify an interview?
This is the part many candidates misunderstand. A hard skill is not equally valuable in every context. Excel for a receptionist, Excel for a finance analyst, and Excel for a data analyst mean different things. The same word can carry completely different expectations.
That is why context matters. “Excel” alone is weak. “Advanced Excel including pivot tables, XLOOKUP, Power Query, and monthly reporting dashboards” is much clearer.
Employers often say they want someone who can “hit the ground running”. What they usually mean is they do not want to spend months teaching basic tools, systems, or processes the role depends on. Your hard skills section helps reduce that concern.
Start with the job advert, but do not blindly copy it. Read it like a recruiter.
Look for:
Skills mentioned more than once
Skills listed as essential
Tools or systems named directly
Processes linked to daily responsibilities
Qualifications or certifications required
Industry specific terminology
Skills connected to outcomes
Repeated phrases in responsibilities and requirements
Then sort the skills into three groups:
Must show: essential skills you have and can prove
Should show: useful supporting skills that strengthen your fit
Leave out: irrelevant or weak skills that distract from your positioning
For example, if a UK job advert for a marketing executive mentions SEO, Google Analytics, WordPress, email campaigns, and campaign reporting, those skills should appear clearly in your CV if you have them.
But if you also know basic bookkeeping, that probably does not belong unless the role includes budget tracking or finance admin. Relevance beats volume.
The best CVs make the recruiter’s job easier. They do not make the recruiter hunt through paragraphs wondering whether the candidate fits. A recruiter should be able to scan your CV and think, “Yes, this person has the core tools and experience we asked for.”
Applicant tracking systems are often misunderstood. Candidates talk about ATS as if it is a mysterious robot deciding their future in a dark room. In reality, the bigger issue is usually poor CV targeting.
Yes, keywords matter. If a role requires SQL and your CV says “database reporting” but never says SQL, you may miss an important match. If the job advert asks for Salesforce and your CV only says “CRM”, you may be underselling yourself.
But ATS optimisation does not mean stuffing your CV with every keyword you can find. It means using accurate, relevant terminology that matches the role.
For hard skills, this means:
Use the full tool name where appropriate
Include common variations naturally
Match essential skills from the job advert when truthful
Avoid graphics or tables that may parse badly
Keep formatting clean and simple
Put key skills in normal text, not only in icons or images
Support skills with evidence in your employment history
The human reader still matters. A CV that passes a keyword scan but feels inflated, vague, or robotic will struggle when a recruiter reads it.
Good ATS practice and good recruiter practice are not opposites. Both reward clarity.
Use these examples as models, not as lines to copy blindly. The best CV wording should reflect your actual experience.
Good Example:
Managed diary scheduling, inbox coordination, travel booking, purchase orders, and document control using Outlook, Excel, and SharePoint.
Good Example:
Maintained accurate CRM records, updated client information, prepared reports, and supported weekly team meetings through agenda preparation and minute taking.
Good Example:
Resolved customer queries through Zendesk, live chat, email, and phone, maintaining SLA compliance across high volume support queues.
Good Example:
Processed refunds, order updates, complaints, and account changes while maintaining accurate customer records in Salesforce.
Good Example:
Completed accounts payable, bank reconciliations, VAT support, and month end reporting using Xero and advanced Excel.
Good Example:
Prepared variance analysis, budget trackers, and cash flow reports to support monthly finance reviews.
Good Example:
Managed SEO content updates, keyword research, WordPress publishing, and Google Analytics reporting for monthly campaign performance reviews.
Good Example:
Created email marketing campaigns in Mailchimp, segmented CRM data, and reported on open rates, click through rates, and lead quality.
Good Example:
Built and managed a B2B sales pipeline using HubSpot CRM, prospecting new accounts and tracking deal progress from lead to close.
Good Example:
Delivered product demos, prepared commercial proposals, handled objections, and supported contract renewals across SME accounts.
Good Example:
Built SQL queries and Power BI dashboards to track sales performance, customer behaviour, and operational KPIs.
Good Example:
Cleaned and analysed large datasets using Excel Power Query, producing weekly reports for department managers.
Good Example:
Maintained project plans, RAID logs, budget trackers, and stakeholder reports for a multi site operational improvement project.
Good Example:
Coordinated UAT schedules, change requests, implementation plans, and project documentation during a system upgrade.
Good Example:
Provided technical support across Windows, Active Directory, Microsoft 365, Intune, and ServiceNow, resolving first and second line tickets.
Good Example:
Developed internal automation scripts using Python and SQL to reduce manual reporting tasks for operations teams.
Most UK CVs should include around 10 to 15 highly relevant hard skills. Technical, IT, engineering, data, and specialist roles may need more, but they should be grouped clearly.
For example, a software developer might include categories such as:
Languages
Frameworks
Databases
Cloud platforms
Tools
Testing
A finance candidate might use:
Accounting processes
Reporting skills
Systems
Excel and data skills
A marketing candidate might use:
Channels
Tools
Analytics
Content and campaign skills
The exact number matters less than the quality of selection. A tight, relevant skills section shows judgement. A huge list can make the CV feel unfocused.
One of the quiet things recruiters notice is prioritisation. If you understand the role, your CV usually reflects that. If you do not understand the role, your skills section often becomes a dumping ground.
Before you send your CV, check every hard skill against the role.
Use this checklist:
Have I included the hard skills most relevant to the job advert?
Have I removed skills that distract from the role I want?
Have I used the correct UK terminology for the role and industry?
Have I named important tools, systems, and processes clearly?
Have I shown evidence of key skills in my employment history?
Have I avoided exaggerating my level of ability?
Have I included measurable context where possible?
Have I kept the formatting simple and ATS friendly?
Can I confidently discuss each listed skill in an interview?
Does my skills section make my fit obvious within a quick scan?
That last question is the big one. A recruiter should not have to work hard to understand your match. Your CV needs to make the connection quickly, honestly, and convincingly.
Hard skills are not there to decorate your CV. They are there to prove suitability.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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