Human Resources Report of Wasabi: Recruitment, Selection, and Motivation Strategies

This report discusses the human resource management of Wasabi, a fast food company based in London, UK. It covers the existing recruitment strategy, selection procedures, motivation theory and approaches, and challenges faced by managers of the company. The report also provides recommendations for improvement.

Human Resources report
of the Company

ABSTRACT
The report of human resource is based on Wasabi which is the fast food company and
have its headquarters in London, United Kingdom. This company is founded by Dong Hyun
Kim, founded in 2003 and area served are New York, London and some another areas of
England. In this organisation, human resource management plays important role of recruiting and
retaining workforce, enhance and improve the company and maintain proper workplace
environment and culture. Present recruitment strategy includes Prepping for ideal candidate,
sourcing and attracting talent and many more. There are some processes which helps managers
in recruiting best person for particular job. Some theories and strategies like behavioural
approach, competence theory, etc are also recommended to the managers of Wasabi to overcome
the challenges of recruiting and motivating their employees.

Contents
ABSTRACT....................................................................................................................................2
Contents...........................................................................................................................................3
1. INTRODUCTION.......................................................................................................................1
2. DISCUSSION AND ANALYSIS...............................................................................................1
2.1 Existing recruitment strategy of organisation........................................................................1
2.2 Selection process of the organisation....................................................................................3
2.3 Existing motivation theory and approaches of the organisation............................................4
2.4 Identification of challenges faced by managers of organisation within selection,
recruitment and motivation strategies..........................................................................................6
2.5 Improvements recommendation and its justifications...........................................................7
3. CONCLUSION............................................................................................................................8
4. REFERENCES............................................................................................................................9

1. INTRODUCTION
Human resource refers to the set of individuals who hires the employees or workforce for
the company (FOTI and FERRARA, 2019). They recruit the candidates for the organisation
according to their skills and knowledge and the job role which they are perfect for. For better
understanding of human resource of the company, Wasabi is taken into consideration. Wasabi is
the fast food company based in London, United Kingdom and founded in 2003. this company is
founded by Dong Hyun Kim and area served are New York, London and some another areas of
England (Wasabi, 2020).
This report covers the about the organisation existing recruitment strategy, its selection
procedures. It also highlights companies existing motivation and challenges to determine and
identify within selection, recruiting and motivation strategies. Along with this, it covers
recommended justification and improvement.
2. DISCUSSION AND ANALYSIS
2.1 Existing recruitment strategy of organisation
Recruitment process is the important part of running any kind of business. Any kind of
company requires recruitment for the organisation operation (Hattie, Hodis and Kang, 2020). It is
all about hiring a skilled and knowledgeable person for perfect job. There are some strategies
which are used by the managers of companies to recruit people. Recruitment strategies in context
to Wasabi is mentioned below:
 Prepping for ideal candidate: The HR manager of Wasabi have to prepare themselves
in this strategy for hiring the perfect candidate for perfect job. Firstly, they make an ideal
profile for candidates which includes some questions related to the people they are hiring
for specific job. They have to make sure that the job for which they are recruiting, does
that individual is perfect for this job or they have abilities, knowledge and skills to attain
organisational goal and success (Fenech, Baguant and Ivanov, 2019). After analysing all
the aspects, managers use that profile of candidate for effecting outreach, targeting and
attraction.
 Sourcing and attracting talent: In this stage HR managers focus on experience of
candidates as this is about being resourceful (Vardarlier and Ozsahin, 2021). Manager of
Wasabi communicate properly and respond to each and every employees things to make
1

them feel comfortable. They develop a procedure that is communicative, efficient,
reportable and standardized with the help of investing in a modern applicant tracking
system. They use sourcing strategy that allows them to find talent proactively with the
help of different online sources. They use some sources to reach large number of people
for hiring like LinkedIn and some lower package tools like Seekout, Hiretual and many
more. They fill the roles faster with the help of uncovering names by dedicating scourer
on staff.
 Consider the group approach: According to this approach managers of organisation
instead of interviewing individual candidate they bring in more than six or seven
candidate at the same time (Hennessey, 2019). This strategy is also used by the managers
of Wasabi which helps them in attracting multiple candidates at a time and also saves
their time. In this the people interact with other interviewers and helps company in hiring
people who are skilled and knowledgeable. It aids them in interviewing more candidate in
lesser time. Manager of Wasabi can easily check and compare the thinking, skills,
knowledge and confidence level of various people and hire perfect person for perfect job
role.
 Tell the world about companies referral policy: According to this strategy companies
managers tell about their referral policy to many people or their staffs (Ivanovic and
Ivancevic, 2022). This helps them in recruiting skilled, knowledgeable and perfect
candidate to job roles. Wasabi managers gives rewards to their employees if they refer
their company to the many people which also motivates them and it increases the amount
of candidate. They tell about this referral policy to large number of people in the world so
that each and every person who is interested in the job role can reach them. This helps
them in interviewing multiple people and hire perfect, qualified and talented candidate
for the particular job.
 Take advantage of the latest platforms: It is important for the organisation to find a
specific system designed to help them in their recruiting process (Kim and Lawrie, 2019).
There is one platform which is used by Wasabi HR manager which is applicant tracking
system. This platform helps them in hiring talented, skilled and knowledgeable people for
the specific job role in which they fit perfectly. This system helps their HR manager in
consolidating their hiring information in a streamline and it the database which is easy to
2

use. It aids them to organize resumes, quantify efforts, align with regulatory situations
and many more.
 Not letting present employment of company dissuade them: Recruiting candidates
which are already under some contract with another team or company is against the rules
and regulations (Macke and Genari, 2019). But it is also important to hire perfect people
for the job role, so HR manager of Wasabi keep on searching the skilled, knowledgeable
and talented people for their company. It helps them in hiring ideal candidate for the job
role which they are fit for. This is going to increase their profitability and helps in
attaining organisational goal and success with the help of talented, skilled and
knowledgeable employees.
2.2 Selection process of the organisation
Selection procedure of the company refers to the series of steps that organisation
managers use to recruit the perfect candidate for perfect job role (Legge, 2020). Wasabi HR
managers uses some steps to hire best workers for their business which are given below:
 Announcing the job: This is the first process which is used by the HR managers of
Wasabi, after they decide to fill the vacant job or a new position is created in the
company. They make a list of desired qualification and about the skills and knowledge of
the candidate which they want to hire for that particular job (Casalegno, Civera and
Couturier, 2019). They announce about the job vacancy by many means which includes
Facebook, LinkedIn, online boards newspaper and many more. They also spread about
the job with the help of their existing employees which helps them in reaching large
number of people and hiring best, ideal candidate for the job role.
 Reviewing candidate application: This is the next step which is taken by the Wasabi
HR manager, in this stage they go through all the resumes, cover letters and applications
to choose or select the desired candidates. They dived the applications according to the
skills, knowledge, qualification and talent of an individual to which they are fit (Bina,
Mullins and Petter, 2021).
 Conducting initial candidate screening: This is the first step to interview the selected
applicants and this screening in done by the HR executive of Wasabi. They take
interview by using phones to narrow down the pool (Picardi, 2019). It helps them in
screening the candidates which are out of town and gives them a little insight of the
3

potential of people. This interview is done to identify weather the candidates are really
interested in the job or not.
 Conducting in person interviews: In this stage, the Wasabi HR managers starts in
person interviews with the selected and fewer applicants. They conduct either panel or
group interviews to better understanding of candidates qualifications (Løkke, 2021).
 Making final candidate selection: After every type of interview Wasabi HR managers
hires the final candidates which are suitable for the particular job according to them.
They hire the employees according their skills, knowledge and talent to achieve success
and goal (BĂLĂNESCU, 2020).
2.3 Existing motivation theory and approaches of the organisation
Motivation theory is the study which helps the managers of company in understanding
the needs and demand of the employees working in order to achieve organisational goal and
success (Macke and Genari, 2019). Herzberg's Motivation Hygiene Theory in context to Wasabi
is mentioned below:
This theory helps organisational managers in motivating their workforce so that they can
attain goal and success of the organisation (Rheinberg and Vollmeyer, 2018). It includes two
factors which are motivators and hygiene factors.
 Motivators: This factor is used by the managers of Wasabi in order to satisfy their
employees to their level best. It includes recognition, responsibility, personal growth,
performance and achievement, job status, opportunity for advancement, the work itself
and many more (Schunk and DiBenedetto, 2020). The managers motivate their workforce
by giving them responsibility, promotions and opportunity for their future growth. If they
work effectively and properly like completing their work on time, solving problems
related their job and many more then they get promotion and new responsibility. This
helps them in achieving their own and organisation goal, success and also provides
opportunity for their future growth.
 Hygiene factors: This factors plays an important role in attain organisational goal and
success. Employees working in the organisation needs proper hygiene place where they
are working. Wasabi managers provides proper environment and all the hygiene factors
to their employees according to their needs and wants in order to motivate them so that
they can work effectively in the organisation. It includes working conditions, relationship
4

with colleagues, quality of supervisor, salary, the physical workspace, relationship with
supervisor, policies and rules and many more (Stewart and Brown, 2019). The managers
of Wasabi provide proper working conditions and environment to their workforce. They
conduct some activities so that each and every person Woking in the company can
socialise and make good relationship with each other. This motivates their employees and
they complete their given task effectively and efficiently in order to achieve
organisational goal and success.
Motivation approaches is used by the managers of company in order to motivate their
workforce so that they can effectively and efficiently attain the organisational goal and success
(Stone, Cox and Gavin, 2020). There are some approaches which are used by the wasabi
managers in order to motivate their employees are explained below:
 Extrinsic motivation: According to this approach the employees working in Wasabi gets
motivate with the means of financial gains like bonus or commission and promotions. If
the individual work effectively just because they have fear of negative consequences,
then they are motivated extrinsically. The managers of Wasabi provide their employees
promotions or commission according to their performance or their success. They get
motivated as they know that they are going to be promoted or get commission if they
complete task on effectively, efficiently and properly. By this approach, people working
in the company gets highly motivated and complete task on time which direct leads to
organisational success, profitability and goal (Portillo and Mancera-Valencia, 2021).
 Intrinsic motivation: According to this approach the workforce who is motivated by the
means of internal desire to get success or self-explorative or self-actualization than they
are motivated intrinsically. Employees of Wasabi feels that they don't want external
rewards as they have internalized form of motivation. These employees are motivated by
their own as their moral is important to reward them (STĂNESCU, IONIȚĂ and
IONIȚĂ, 2020). Managers of Wasabi make sure that each and every employees working
in the business gets respect from everyone so as to satisfy their self-actualization and
increase moral. These motivated employees work effectively and efficiently to achieve its
goal, profitability and success.
5

2.4 Identification of challenges faced by managers of organisation within selection, recruitment
and motivation strategies
Recruiting, selecting the perfect person for the right place or job plays an important role
in every organisation. To reach the desired goal and success of the business it is vital to have
skilled, knowledgeable and talented employees in the company. Along with this motivating
employees is also important in order to attain goal. There are various challenges which every
manager has to face while recruiting, selecting and motivating the workforce (Van Esch and
Black, 2019). Some of the challenges faced by managers of Wasabi is mentioned below:
 Attracting the right candidates: It is important for the company to attract right person
for the given job role or vacancy. Wasabi managers face difficulty in attracting perfect
candidates for the particular job from all over the world to get skilled, knowledgeable
and talented people. They are able to find the perfect candidate but not the best who fits
to the specific job role. After the process of in person interviewing the suitable applicants
which are left for the job is limited. So it is difficult for them to hire a perfect person for
the right job.
 Hiring fast: It is related to recruiting the candidates as fast as they can to fill the vacant
seats in the organisation because vacant jobs cost money and delay the operations. This
is the challenge for Wasabi HR manager as they want to fill the vacant jobs as fast as
they can. So that each and every person can work effectively in order to attain success
and goal. Sometimes because of fast hiring, the managers are not able to hire best
candidate as they recruit and filled the vacant position already with someone who is not
that perfect. Due to this situation the skilled, knowledgeable and talented candidate finds
the job elsewhere (Lee and Mao, 2020). In this situation the workforce who is working in
the company is not able to complete their task effectively and this leads to less
profitability in the business.
 Lack of confidence: Some of the employees of Wasabi is not confident, so it is
impossible to achieve the goal and success of the organisation. In this situation
workforce is not able to assert themselves and form a good relationship, because of this
they will not be able to communicate or discuss about their problems or task properly
with others in the company. Employees of Wasabi apply limited or less efforts in solving
this situation which is the main reason that they fail. Some of their employees are not
6

confident, fells unworthy, not able to make perfect decision and stay motivated until the
accomplishment of objective. This is the biggest challenge for Wasabi managers to
motivate those workforces who don't even try to communicate with anyone due to less
confidence. This directly impact their day to day performance and results in bad results
and they do not able to achieve profitability and desired goal of the organisation. Less
confident workforce does not able to perform their task effectively and properly because
of this their future growth effects negatively.
 Fear of failure: Some employees of Wasabi fears failure, they have a fear of not
completing work effectively and achieving success. Due to this situation or feeling they
are not able to complete their given task effectively and efficiently which they believe is
confirmation that they are not perfect and flawed in some way. Some of their employees
are less motivated because they fear failure. This eventually impact their working
performance negatively and they are they do not perform the task which they think hard.
They fear of getting shame due to failure and miss the opportunity to perform new task
which is going to help them in their future career and growth. It is difficult for Wasabi
managers to motivate those employees as they do not share their problem with anyone.
Which decreases their performance at workplace and not able to attain success and goal
of the organisation effectively.
2.5 Improvements recommendation and its justifications
It is important for the managers of the organisation to overcome the challenges which is
the barrier in attaining organisational success and goal (Yu, 2019). Following are the points
which are recommended to the Wasabi managers to motivate and recruit the people:
 Be realistic about workforce weaknesses and strengths: By being objective, the
managers of Wasabi can help their employees by providing them proper guidance about
what areas they are proficient and which skills of employees needs to be improved. It is
recommended to the managers of Wasabi because with the help of this transparent
support and feedback most of the employees gets motivated and learn to trust themselves.
With the help of understanding the strengths and weaknesses of their employees they will
be able to boost their confidence by giving them proper feedback and support.
 Behavioural approach: With the help of this approach managers of Wasabi can
motivate their employees so that they can work effectively and properly in order to attain
7

organisational success and goal. This approach is recommended to the Wasabi managers
because it examine how external goals and internal drives interact with gaining
knowledge and learning to produce individual’s behaviour. This is going to help them in
understanding their employees and give knowledge to them about various things in which
they are lacking and motivates them in order to achieve companies goal.
 Competence theory: This theory is related to motivating employees of the organisation
to attain its success and goal effectively. This theory is recommended to the managers of
Wasabi because it is going to helps them in motivating their workforce properly. They
can give particular task to the individual so that they can perform it with their
intelligence, skills and ability. This is going to assess them in completing their task
effectively and efficiently in order to attain organisational goal.
3. CONCLUSION
From the above report, it is concluded that the human resource plays an important role in
each and every organisation in recruiting the skilled, knowledgeable and talented candidates for
the vacant job. Existing recruitment strategy of organisation includes Prepping for ideal
candidate, sourcing and attracting talent, consider the group approach, tell the world about
companies referral policy, take advantage of the latest platforms and don't let present
employment of company dissuade them. Selection process of the organisation includes
announcing the job, reviewing candidate application, conducting initial candidate screening,
conducting in person interviews and making final candidate selection. Existing motivation theory
and approaches of the organisation includes Herzberg's Motivation Hygiene Theory and
Motivation approaches includes extrinsic motivation and intrinsic motivation. Challenges faced
by managers of company are attracting the right candidates, hiring fast, lack of confidence and
fear of failure. Improvements recommended are be realistic about workforce weaknesses and
strengths, behavioural approach and competence theory.
8

4. REFERENCES
Books and Journals:
BĂLĂNESCU, R. C., 2020. THEORETICAL AND PRACTICAL INSIGHTS ON THE IT
STAFF RECRUITMENT AND SELECTION. eLearning & Software for Education, 2.
Bina, S., Mullins, J. and Petter, S., 2021. Examining game-thinking in human resources
recruitment and selection: A literature review and research agenda.
Casalegno, C. G., Civera, C. and Couturier, J., 2019. Applying a company stakeholder
responsibility approach to human resources management: the external human resources
model.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The changing role of human resource
management in an era of digital transformation. Journal of Management Information &
Decision Sciences. 22(2).
FOTI, M. C. and FERRARA, C., 2019. Recruiting in startups: the impact of innovativeness and
entrepreneurial passion on startups' attractiveness.
Hattie, J., Hodis, F. A. and Kang, S. H., 2020. Theories of motivation: Integration and ways
forward. Contemporary Educational Psychology. 6., p.101865.
Hennessey, B. A., 2019. Motivation and creativity.
Ivanovic, T. and Ivancevic, S., 2022. Human resource management. In Encyclopedia of Tourism
Management and Marketing (pp. 621-624). Edward Elgar Publishing.
Kim, H. S. and Lawrie, S. I., 2019. Culture and motivation.
Lee, S. W. and Mao, X., 2020. Recruitment and selection of principals: A systematic
review. Educational Management Administration & Leadership. p.1741143220969694.
Legge, K., 2020. Human resource management: Rhetorics and realities. Bloomsbury
Publishing.
Løkke, A. K., 2021. Recruitment and selection: still a model employer?. In Research Handbook
on HRM in the Public Sector (pp. 77-90). Edward Elgar Publishing.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production. 208. pp.806-815.
Picardi, C. A., 2019. Recruitment and Selection: Strategies for Workforce Planning &
Assessment. Sage Publications.
Portillo, A. E. and Mancera-Valencia, F. J., 2021. The Processes of Recruitment and Selection of
Personnel: Between Objectivity and Subjectivity. International Journal of Social
Sciences Perspectives. 9(1). pp.1-8.
Rheinberg, F. and Vollmeyer, R., 2018. Motivation. Kohlhammer Verlag.
Schunk, D. H. and DiBenedetto, M. K., 2020. Motivation and social cognitive
theory. Contemporary Educational Psychology. 60. p.101832.
STĂNESCU, D. F., IONIȚĂ, C. and IONIȚĂ, A. M., 2020. Game-thinking in Personnel
Recruitment and Selection: Advantages and Disadvantages. Postmodern
Openings/Deschideri Postmoderne. 11(2).
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
Stone, R. J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Van Esch, P. and Black, J. S., 2019. Factors that influence new generation candidates to engage
with and complete digital, AI-enabled recruiting. Business Horizons. 62(6). pp.729-739.
9

Vardarlier, P. and Ozsahin, M., 2021. Digital transformation of human resource management:
Social media’s performance effect. International Journal of Innovation and Technology
Management. 18(03). p.2150005.
Yu, K. Y. T., 2019. Influencing how one is seen by potential talent: Organizational impression
management among recruiting firms. Journal of Applied Psychology. 104(7). p.888.
Online:
Wasabi. 2020. [Online]. Available through: <https://www.wasabi.uk.com/>
10