New Updated CV
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This document is a curriculum vitae for Nikhil Mark Crasta. It includes his personal details like name, date of birth, address, languages known. It also lists his educational qualifications from SSLC to MBA and work experience spanning 3 companies over 7 years as an administrative manager, client service analyst, and process executive. His roles and responsibilities in each position are described in detail.
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Running Header STAFFING ORGANIZATIONS-PART 23Sta.docx
Running Header: STAFFING ORGANIZATIONS-PART 2 3
Staffing Organizations-Part 2
Kelvin Hugley
Dr. Danielle Camacho
BUS 335
November 24, 2013
Introduction
In this paper I will cover how best to recruit and staff a coffee shop. This strategy can be used by the coffee shop for the next three years. I will also create a communication message that can be used as a brand for the purpose of attracting applicants for the open positions, as well as selecting the best communication medium and explain why I chose this course of action over others. I will also include the selection process that will be used for staffing the coffee shop. In this paper, I will also include the types of initial and substantive assessment methods that can be used to select external candidates and also explain how this assessment will align with the staffing strategy. Lastly I will identify the predictors, which can be used to assess KSAOs.
Recruitment Plan and Strategy
For a recruitment plan and strategy to work for this coffee shop, it is important to have some factors put in place. First it is important to have a good job description. This will involve outlining the expectations I have for the applicants. I will also describe in detail the overall responsibilities for the positions that need to be filled. In the description, I will also include some other features like the main function, duties and responsibilities, physical demands, skills as well as education and past experience. With an outline of this nature, it is obvious that the applicants will have a clear view of what is expected of them. This will play a fundamental role in hiring the best person for the job. It is also important to be clear, so that there is no confusion of what’s expected.
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A communication message is important for the image and branding of this coffee shop. With a good message, it is possible that the business is likely to attract many applicants to the job. The most effective message will be “Immediate hiring of experienced candidates”. I believe that this is a strong message from the way it presents itself. First, by the indication that the workers are urgently needed, sends a message to the applicants that the faster they apply, the sooner they may become employed. “Immediate,” also suggests that the organization is focused on the way it does business. This could play a big role .
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Updated resume
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RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docx
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Khanh K. Nguyen
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“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
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“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
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Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
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So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
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Define Your Objectives:
Clearly outline the goals of your recruitment campaign. Identify the roles you need to fill, the type of candidates you want to attract, and the timelines for hiring.
Identify Your Target Audience:
Understand your ideal candidates' skills, experience, interests, and professional background. Create candidate personas to tailor your campaign messaging effectively.
Develop a Strong Employer Brand:
Craft a compelling employer brand that showcases your company's values, culture, and unique selling points. Highlight what makes your organization an attractive place to work.
Create Engaging Job Descriptions:
Write clear and concise job descriptions that emphasize the responsibilities, qualifications, and benefits of the role. Use language that aligns with your employer brand and appeals to your target audience.
Utilize Multiple Channels:
Leverage a variety of digital channels such as social media, job boards, and professional networking sites to reach a broad audience. Tailor your content to each platform's unique features and audience demographics.
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Use Targeted Advertising:
Invest in targeted advertising on platforms like LinkedIn, Facebook, and Google to reach specific candidate demographics. Utilize data analytics to monitor and optimize your ad campaigns for better results.
Engage with Candidates:
Interact with potential candidates through social media, email, or other digital channels. Provide personalized responses to inquiries and follow up with candidates who show interest in your job postings.
Leverage Employee Advocacy:
Encourage current employees to share job openings on their personal networks. Employee referrals often lead to high-quality candidates who are a good fit for your company culture.
Track and Measure Performance:
Use analytics tools to monitor the performance of your recruitment campaign. Track metrics such as the number of applications, candidate quality, and cost per hire to evaluate the success of your strategy.
Continuously Improve:
Learn from each campaign and make data-driven adjustments to your strategy. Experiment with different approaches and content types to find what works best for your organization.
Ensure a Smooth Application Process:
Make the application process as simple and efficient as possible for candidates. Avoid overly complex forms and ensure the process works smoothly across
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Recruitment plays a key role in acquiring talent to meet companies' current and future needs. The three dimensions that act as a talent filter in recruitment are the HR recruiter, corporate recruiter, and technology and trends. Technology has revolutionized recruitment by allowing companies to post jobs online and use social media and applicant tracking systems to find and evaluate candidates. Analytics can help companies assess which recruitment strategies are most effective at attracting qualified talent.
Recruitment Process
The document discusses various effective recruitment methods, including:
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- Using inclusive job adverts, programmatic advertising, and rehiring past employees to broaden the candidate pool.
- Evaluating candidates through work sample tests and integrity tests to identify the best fits.
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Ravi(1.1)
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Modern techniques of recruitment
Modern recruitment techniques aim to overcome problems with traditional methods. Key modern techniques include knowledge-based recruitment, online recruitment, scouting, networking, and event recruitment. Knowledge-based recruitment involves defining skill requirements over time and continuously monitoring and updating needs and candidates. Online recruitment uses websites and tools to advertise jobs and allow electronic applications. Modern recruitment casts a wide net to find potential candidates and uses innovative methods like social media, video, and mobile technologies.
How Background Screening Helps in Improving Remote Candidate Experience
The document discusses how conducting background checks on candidates, including remote candidates, is important for ensuring company safety. It recommends evaluating a company's hiring processes and online presence to improve the experience for remote applicants. Suggestions include making the application process brief, using multiple communication channels, and providing status updates on drug screens and background checks to engage remote candidates throughout the process.
Niranjan Umapathy
Niranjan Umapathy is seeking a new role in customer support and operations. He has over 13 years of experience in customer support roles, including 9 years at Campus Management International Pvt. Ltd. as a Product Support Engineer handling customer complaints, providing technical support, and analyzing support trends. Prior to that, he worked as a Public Executive Secretary at the Scientology Organization, generating new leads and motivating team members. He is looking to contribute to an organization's growth with his experience in administration, customer service, and leadership development.
Recstream - Streamline your recruitment processes
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Resume_Bindhu (2)
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Running Header STAFFING ORGANIZATIONS-PART 23Sta.docx
Running Header: STAFFING ORGANIZATIONS-PART 2 3
Staffing Organizations-Part 2
Kelvin Hugley
Dr. Danielle Camacho
BUS 335
November 24, 2013
Introduction
In this paper I will cover how best to recruit and staff a coffee shop. This strategy can be used by the coffee shop for the next three years. I will also create a communication message that can be used as a brand for the purpose of attracting applicants for the open positions, as well as selecting the best communication medium and explain why I chose this course of action over others. I will also include the selection process that will be used for staffing the coffee shop. In this paper, I will also include the types of initial and substantive assessment methods that can be used to select external candidates and also explain how this assessment will align with the staffing strategy. Lastly I will identify the predictors, which can be used to assess KSAOs.
Recruitment Plan and Strategy
For a recruitment plan and strategy to work for this coffee shop, it is important to have some factors put in place. First it is important to have a good job description. This will involve outlining the expectations I have for the applicants. I will also describe in detail the overall responsibilities for the positions that need to be filled. In the description, I will also include some other features like the main function, duties and responsibilities, physical demands, skills as well as education and past experience. With an outline of this nature, it is obvious that the applicants will have a clear view of what is expected of them. This will play a fundamental role in hiring the best person for the job. It is also important to be clear, so that there is no confusion of what’s expected.
Apart from the job description, finding the right candidates is also another strategy I would recommend be put in place. The coffee shop should target areas where applicants can be found. Some of these areas include referrals from friends or businesses, personal contacts, newspaper ads, human resources agencies, websites and other useful sources. It is also important to include diversity as a recruiting strategy for this coffee shop. This will make it possible for this business to have a wide variety of experienced people who will be productive despite their many differences.
Communication Message
A communication message is important for the image and branding of this coffee shop. With a good message, it is possible that the business is likely to attract many applicants to the job. The most effective message will be “Immediate hiring of experienced candidates”. I believe that this is a strong message from the way it presents itself. First, by the indication that the workers are urgently needed, sends a message to the applicants that the faster they apply, the sooner they may become employed. “Immediate,” also suggests that the organization is focused on the way it does business. This could play a big role .
ResumeJHK
- Jayahari Krishnan is seeking a position that allows him to utilize his skills and grow professionally.
- He has over 2 years of experience as a Financial Analyst for Northern Trust, where he performed reconciliation work and liaised with clients and internal teams.
- Prior to that, he worked for 6 months as a Senior Relationship Manager at ICICI Securities, where he onboarded clients, responded to queries, and developed marketing strategies.
- He has an MBA in Finance and a Bachelor's degree in Computer Applications.
Us staffing bench sales us it recruiter
The USA Staffing web-based system streamlines the complex public sector staffing process. It automates recruitment, assessment, referral, and notification through a single, integrated software solution. The user-friendly system generates vacancy announcements, posts them on USAJOBS, accepts applications, analyzes applicant qualifications and competencies, ranks applicants, manages records, and meets regulatory requirements. It provides a cost-effective way for public agencies to hire the best qualified candidates.
Us staffing bench sales us it recruiter
The USA Staffing web-based system streamlines the complex public sector staffing process. It automates recruitment, assessment, referral, and notification through a single, integrated software solution. The user-friendly system generates vacancy announcements, posts them on USAJOBS, accepts applications, analyzes applicant qualifications and competencies, ranks applicants, manages records, and meets regulatory requirements. It provides a cost-effective way for public agencies to hire the best qualified candidates.
Updated resume
Jayendra D. Rathor is seeking a dynamic position in a professionally managed organization. He has over 10 years of experience in customer service and business process roles. His experience includes working as an office assistant, concurrent auditor, customer handler, and business process analyst for companies like Manish Vora & Co, H Mehta & Co, Accenture, and American Express. He has a bachelor's degree in commerce from Mumbai University and is proficient in Microsoft Office, Tally, and basic computer skills. Rathor is looking to enhance his skills and contribute to team goals.
Corporate Deck Edited Scrubbed (Fil Eminimizer)
Jobs2web is a recruiting technology company headquartered in Minnesota that helps clients attract and engage talent across multiple online channels. It has grown from 30 clients in 2007 to over 160 clients in 2010. Jobs2web provides clients with tools to find, engage, and understand talent better through its talent community and analytics platforms. It helps clients reduce costs and improve hiring outcomes. Example client successes include Lifetime Fitness reducing annual job board spending by 99% while improving applicant quality and volume.
RecruitingKhanh K. NguyenCapella UniversityOctober 9, .docx
Recruiting
Khanh K. Nguyen
Capella University
October 9, 2019
“E-Recruitment”
The Internet Recruitment, is also known as E-Recruitment is the method of employing the potential applicants for the empty job positions, through electronic resources, mainly the internet.
Its cheap
Helpful equally for the employer and the applicant
Less time required in hiring
More efficient and easy
Not suitable for senior positions
High volume of responses
Technology issues
Too impersonal
“Advantages of E-Recruitment”
“Dis-Advantages of E-Recruitment”
2
“Sales Representative Duties”
Reaching customers
By promoting products and services
Do cost-benefit and examination of clients to fulfill their needs.
Start, grow and continue customer better relationships.
Accelerate the determination of client complications and problems and then solve them accordingly.
Organize sales determination with team and additional sections
Analyze markets and report.
Continuously take feedback
3
“Job description for Sales representative”
“Our company CapraTek is looking for a Sales Representative to be responsible for generating leads and meeting sales goals. Duties will include sales presentations and product demonstrations, as well as negotiating contracts with potential clients.
In order to be successful in this role, you will need to have a deep understanding of the sales process and dynamics, and also superb interpersonal skills. Previous experience in a sales role is an advantage.”
4
“Sales Representative Requirements for CapraTek”
Prove work as sales reprenstatives
Excel in MS word
CRM and BRM practice
Extremely encouraged and board ambitious with target to achieved
Perfect communication and negotiation skills.
Prioritizing, time management and organizational skills
Aptitude to make and bring performances custom-made to the spectators wants.
BS/BA degree or equivalent
5
COMPARE THE QUALITY OF THE JOB INFORMATION FOR EACH EMPLOYER AND WEB SITE FROM AN APPLICANT'S AND EMPLOYER'S POINT-OF-VIEW
“Significant changes in technology over the past decade are having a profound impact on recruiting strategies, with staffing professionals increasingly using social networking sites to source, contact and screen both active and passive job candidates. In addition to a focus on social networking's impact on the staffing process”
So when we are at the point of hiring the final candidate we should review how career-oriented he/she is. Assess their past experience, know their strength and weaknesses. Consider if they fit in our company’s culture or not. This is the biggest challenge for a company to find a right candidate. Preference should always be given to one who is more skilled and motivated and good fit in the company. So all the past experience on the given resume is checked by the employer if it will fit best for the company
6
Process of Recruiting in Capra Tek
What is the process of recruitment and selecting?
The proce ...
LPGD JL14 0943 Anmol Ramnani - Project Report - Technology As A Leverage In R...
Technology has brought massive changes to the recruitment process. Modern recruitment techniques like social media, applicant tracking systems, mobile recruiting, and online job boards allow recruiters to reach a wider audience more efficiently. While traditional methods still have value, new technologies provide opportunities for faster information dissemination and two-way engagement between employers and candidates. The recruitment process typically involves identifying vacancies, developing job descriptions, sourcing candidates, screening and selecting applicants, hiring, and onboarding new employees. Leveraging different technologies at various stages can help streamline this process.
Best Practices for Implementing a Successful Digital Recruitment Campaign.pdf
Implementing a successful digital recruitment campaign requires strategic planning and execution to attract top talent effectively and efficiently. By leveraging online platforms and tools, you can create a targeted, engaging recruitment strategy that resonates with potential candidates. Here are some best practices to guide you in creating a successful digital recruitment campaign:
Define Your Objectives:
Clearly outline the goals of your recruitment campaign. Identify the roles you need to fill, the type of candidates you want to attract, and the timelines for hiring.
Identify Your Target Audience:
Understand your ideal candidates' skills, experience, interests, and professional background. Create candidate personas to tailor your campaign messaging effectively.
Develop a Strong Employer Brand:
Craft a compelling employer brand that showcases your company's values, culture, and unique selling points. Highlight what makes your organization an attractive place to work.
Create Engaging Job Descriptions:
Write clear and concise job descriptions that emphasize the responsibilities, qualifications, and benefits of the role. Use language that aligns with your employer brand and appeals to your target audience.
Utilize Multiple Channels:
Leverage a variety of digital channels such as social media, job boards, and professional networking sites to reach a broad audience. Tailor your content to each platform's unique features and audience demographics.
Optimize Your Career Page:
Ensure your website's career page is user-friendly and provides all the necessary information about your company and available roles. Include easy application processes and links to social media profiles.
Use Targeted Advertising:
Invest in targeted advertising on platforms like LinkedIn, Facebook, and Google to reach specific candidate demographics. Utilize data analytics to monitor and optimize your ad campaigns for better results.
Engage with Candidates:
Interact with potential candidates through social media, email, or other digital channels. Provide personalized responses to inquiries and follow up with candidates who show interest in your job postings.
Leverage Employee Advocacy:
Encourage current employees to share job openings on their personal networks. Employee referrals often lead to high-quality candidates who are a good fit for your company culture.
Track and Measure Performance:
Use analytics tools to monitor the performance of your recruitment campaign. Track metrics such as the number of applications, candidate quality, and cost per hire to evaluate the success of your strategy.
Continuously Improve:
Learn from each campaign and make data-driven adjustments to your strategy. Experiment with different approaches and content types to find what works best for your organization.
Ensure a Smooth Application Process:
Make the application process as simple and efficient as possible for candidates. Avoid overly complex forms and ensure the process works smoothly across
Simply recruitment or-a_talent_filter
Recruitment plays a key role in acquiring talent to meet companies' current and future needs. The three dimensions that act as a talent filter in recruitment are the HR recruiter, corporate recruiter, and technology and trends. Technology has revolutionized recruitment by allowing companies to post jobs online and use social media and applicant tracking systems to find and evaluate candidates. Analytics can help companies assess which recruitment strategies are most effective at attracting qualified talent.
Recruitment Process
The document discusses various effective recruitment methods, including:
- Networking events, social media, mobile recruitment and video interviewing to attract candidates.
- Using inclusive job adverts, programmatic advertising, and rehiring past employees to broaden the candidate pool.
- Evaluating candidates through work sample tests and integrity tests to identify the best fits.
- Leveraging tools like LinkedIn, talent databases and analytics to optimize the recruitment process.
Ravi(1.1)
Ravi G is seeking an opportunity with an innovative organization where he can utilize his competencies and contribute to the organization's growth. He has over 3 years of experience in lead generation, recruitment, and relationship management. Ravi has worked with Randstad India, Deymar Research Consulting, and Grabhouse in roles involving payroll processing, recruitment, screening candidates, conducting interviews, and building client relationships. He holds an MBA in HR and marketing and is proficient in Microsoft Office applications.
Rahul Singh
Rahul Singh is seeking a challenging position where he can contribute his skills and experience. He has over 5 years of experience in human resources and recruitment. He holds diplomas in software, painting, and animation as well as a bachelor's degree. Rahul is currently an Assistant Manager of HR at Rp CorporateCare pvt ltd where he handles recruitment cycles, screening candidates, and ensuring clients' needs are met. Previously he held HR roles at Thumbgrid and Williams Consulting.
Modern techniques of recruitment
Modern recruitment techniques aim to overcome problems with traditional methods. Key modern techniques include knowledge-based recruitment, online recruitment, scouting, networking, and event recruitment. Knowledge-based recruitment involves defining skill requirements over time and continuously monitoring and updating needs and candidates. Online recruitment uses websites and tools to advertise jobs and allow electronic applications. Modern recruitment casts a wide net to find potential candidates and uses innovative methods like social media, video, and mobile technologies.
How Background Screening Helps in Improving Remote Candidate Experience
The document discusses how conducting background checks on candidates, including remote candidates, is important for ensuring company safety. It recommends evaluating a company's hiring processes and online presence to improve the experience for remote applicants. Suggestions include making the application process brief, using multiple communication channels, and providing status updates on drug screens and background checks to engage remote candidates throughout the process.
Niranjan Umapathy
Niranjan Umapathy is seeking a new role in customer support and operations. He has over 13 years of experience in customer support roles, including 9 years at Campus Management International Pvt. Ltd. as a Product Support Engineer handling customer complaints, providing technical support, and analyzing support trends. Prior to that, he worked as a Public Executive Secretary at the Scientology Organization, generating new leads and motivating team members. He is looking to contribute to an organization's growth with his experience in administration, customer service, and leadership development.
Recstream - Streamline your recruitment processes
recSTREAM is a Collaborative Recruitment Management System that makes recruitment management simple and productive for Corporates, Recruitment Agencies and Solo Recruiters.
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New Updated CV
- 1. CURRICULUM VITAE PERSONALINFORMATION NAME NIKHIL MARK CRASTA FATHER NAME JOHNCRASTA MOTHER NAME MARY D’SOUZA DATE OF BIRTH 23ST SEPTEMBER,1990 AGE:26 SEX MALE PERMENENTADDRESS JOHNCRASTA #358,BELAVATHA GRAMA R.B.I POST MYSORE-570003 KRANATAKA INDIA MARITAL STATUS SINGLE NATIONALITY INDIAN E-MAIL ID nikhilcrasta12458@gmail.com CONTACTNUMBER 0505701537 LANGUAGEKNOWN ENGLISH, HINDI, TAMIL,KONKANI, KANNADA, TELUGU. OBJECTIVE: SEEKING ANOPPORTUNITYTO UTILIZEMYSKILLS AND ABILITIES THAT OFFERS PROFESSIONAL GROWTHWHILEBEING RESOURCEFUL AND FLEXIBLE.
- 2. QUALIFICATION YEAR ACADEMICS COLLEGE UNIVERSITY/BOARD MARKS PERCENTAGE 2015 MBA UNIVERSITY OF MYSORE - - 2011 BCOM (OVER ALL) ST.PHILOMENA’S DEGREE COLLEGE 1861 58.61% 2011 B.COM 6TH SEM ST. PHILOMENA’S DEGREE COLLEGE 387 64.50% 2010 B.COM 5TH SEM ST. PHILOMENA’S DEGREE COLLEGE 339 56.50% 2010 B.COM 4TH SEM ST. PHILOMENA’S DEGREE COLLEGE 361 72.20% 2009 B.COM 3RD SEM ST. PHILOMENA’S DEGREE COLLEGE 241 48.20% 2009 B.COM 2ND SEM ST. PHILOMENA’S DEGREE COLLEGE 284 56.80% 2008 B.COM 1ST SEM ST. PHILOMENA’S DEGREE COLLEGE 249 49.80% 2008 PUC (11&12) ST. PHILOMENA’S DEGREE COLLEGE 281 46.83% 2006 S.S.L.C ST. PHILOMENA’S HIGH SCHOOL 354 56.64% EXTRA CO- CURRICULAM ACTIVITIES SOFT SKILLS Attended softskills and marketing management training fromHunar Nawaz project. TECHINICAL COURSES MODULE DISERIPTION PERFERMANCE MS WORD 96% MS EXCEL 85% MS POWER POINT 85% MS ACCESS 85% TALLY 9.0 VAT ENABLE 75% TOTAL(OVERALL PERFORMANCE) 86.60%
- 3. SKILLS,PERSONNALITYANDINTERESTS SKILLS Able to work independently or in group. PERSONALITY Confident, Responsible, Friendly, Kind. INTERESTS Playing Cricket & computer games and listening music. CURRENTEXPERIENCE (2016- Working in a Moonshinecleaning company as admin manager for 1 year. LAST EXPERIENCE (2013-2015) 26 months (2 years 2 months) Work experience in theorem India Private Limited as Clint Service Analyst. FIRSTEXPERIENCE (2011-2013) 18 months (1 YEAR 6 MONTHS) of work experience in InfosysBPO Limited as process executive. MOONSHINE CLEANING COMPANY ROLESAND RESPONSIBILITIES I am working as Administrative manager and my role is to schedule the daily appointments with the customer for cleaning, arranging cleaning schedule with the cleaners as per the customer requirement and arraigning the transport accordingly. Conducting daily huddles with the employees and sharing customer feedback, providing any updates from the top management. Interviewing candidates and providing then practical with other cleaners and rating them as per there performance. Calculating and preparing monthly salary slip for all the staff. Processing new employees employment visa and tracking there process. Maintain office accounts like depositing daily collection and petty cash accounts. I was also doing some market strategy to improve business. I was also preparing quotation for contracts and preparing small training docs for the improvement of cleaners skills. THEOREM ROLESAND RESPONSIBILITIES I was working in theorem India Private Limited as client service analyst for Rocketfuel process which an online media agency. Here we were supporting by providing daily reports by pulling from third party severs like DART, MEDIAMIND,
- 4. POINTROLL, ATLAS, EYERETURN, FLASHTALIKING, OPENX, which is helpful for the client in generating the final billing. I was responsible for trouble shooting the task, for which we were using most advance tools of Rocketfuel admin tool for setting up for template with the publisher report. When there is mismatch with the publisher and advertiser report we use to troubleshoot the request and we try to find the solution, if not we were informing our client about next course of action through atlassian (Jira) application. In other words we were the background support for their system in order to run the campaign very smoothly. I was working another process with the same account where we use to check for the ads and mocking them in suitable websites with the suitable content and geo restriction provided by client. I was also backup for another process where I was working on DFP (double click for the publisher) tool for ad trafficking, creative uploading purpose. INFOSYS ROLES AND RESPONSIBILITIES I was trained in different skill sets including data, chats and calls. I was mainly working on chats and data, where I was responsible in dealing with customers (B2B) and resolve their queries using several testing applications. I was trained on special skillset and given access to applications which were used by quality analysts and managers. The onshore usually worked on such queries but, I was given an opportunity once I completed my training in that particular sub process. I HEREBY DECLARETHAT THE ABOVEWRITTEN PARTICULARS AREBESTOF MY KNOWLEDGEAND BELIEF DATE: YOURS FAITHFULLY PLACE: ABU DHABI NIKHIL MARK CRASTA