At Anheuser Busch InBev they service a wide variety of consumers globally with the products that they produce. As a multinational organization the desire to find highly competent employees is imperative to produce strong returns for stakeholders. This paper will outline the recruitment strategies used by the organization and explain how these techniques can ensure a ample selection of potential candidates. A detailed explanation will be provided that outlines how the organization classifies their job descriptions to ensure that are filling specific positions globally. In addition, a review will be performed on the types of assignments offered by Anheuser InBev and what demographic mix is used to ensure a wide representation of employees across the globe. Finally the benefit offered at Anheuser Busch InBev will be reviewed and compared with the personally experience of this author. Benefits such as compensation, relocation expense, repatriation, living standards, family considerations and safety are significantly important to consider when expanding globally.
Labor Mobility As a global organization looking for talent Anheuser Busch InBev does not have to stop at border line to fulfill labor needs. The concept of looking for employees across the global is often called labor Mobility. Labor mobility is the concept that people are willing to move from country to country to find available jobs. While sometimes these moves are short distances, it is not unheard of that huge populations will move across the world for better opportunities. As the organization expands into foreign countries, it is important that they understand the rules on migrant workers. Many countries will allow a company to expand into their area and bring migrant workers on temporary basis without much need for regulation or documentation. However, that is not always the case. Understanding countries rule in regard to immigration is critical to developing a working relationship in foreign soil.
Culture
Every country has different cultures and tradition. What may be believed as a minority in some country could be seen differently by others. The advantage of minorities in foreign markets is usually the availability. These groups regardless of their differences can provide great inside and knowledge on the country that we are prepared to do business. While this can serve as a huge advantage in regards to labor availability, we must not forget that the views of the majority in the country may make these individuals unpopular. In some countries, women’s rights are not as developed as here in the United States. In many cases, women do not have the same rights as their male counterparts. Moreover, they are prohibited from working or holding positions of influence. As this type of organization expands into these additional countries, it is important to learn about the traditions and views of those in that country.
Benefits
The benefits that a company offers can be as critical to the overall satisfaction of an employee, as their base salary. The development of a quality benefit package ensures that the company can compete on a global scale. This is done by providing a comparable or better benefit package than the competition. This is one of the global recruitment strategies at Anheuser Busch InBev (Guiding Principles, 2011). The Human resource department is responsible for the management of all benefits within the organization and can alter, change and adjust any part of the benefit package as needed to adjust to demand. The company offers many of the typical benefits expected from a large organization. According to their employment website they list the following benefits for full time associates (2011)
Medical, Dental, Vision, Prescription, Life Insurance, Accidental Death and Dismemberment, Travel Accident Benefits, Short and Long Term Disability, Retirement Benefits (Pension Plan, 401k Plan and Post-Retiree Medical), Tuition Reimbursement, Employee Assistance Program, Work/Family Balance, Liberal Vacation and Holiday Packages, Promote from Within Policies, and Fitness Centers. (Buschjobs.com)
Anheuser Busch InBev has two main recruitment methods used to find and select the most talented people in the workplace. These two methods are Global Management Trainee Program & MBA recruitment program (Corporate Governance Statement, 2011). In addition to these two methods the company also has a very extensive global opportunities job posting section on the web. On this website they post all open positions across the global. A potential applicant can select the country there are interested in along with the level of positions and the department.
Global Recruitment Program One of the most interesting positions within the organization is the Global Trainee Program. This is a 10 month assignment in which applicants apply for a global position within the organization. Applicants can apply for any of the companies 6 specific zones across the global. The position is designed to bring on high performing individuals in a trainee positions that can be carefully vetted to see what position the trainee would be best for. All positions appear to be managed by the Global Headquarters in Belgium. This direction may soon be changing as speculation points toward the global headquarters moving to New York (Tritto, 2010). As a global trainee the associate will work in several positions with a focus on field sales, corporate policies, and operations (Guiding Principles, 2011). This could be considered an expatriate program as an individual that enrolls in the global trainee program will need to spend time outside of their home country working in different departments. The organization appear to need little changes to their organizations program, as the company strategic goal to hire and retain the best employees is supported by programs such as the Global trainee position.
Personal Experience Based on experience the benefits offered by Anheuser Busch InBev are comparable to those of other larger global organizations. The fitness centers are typical now in most corporate offices as companies look to provide a better experience for their employees. The negative consequence is that these types of benefits are only for those individuals in the corporate office. Field associates do not have the same benefits and can see these types of perks as benefits only to the executives. The companies medical, dental and vision benefits could be a significant benefits depending on the types of plans and the expense to associate. The website did not provide a detailed explanation of the cost to associates. In addition, the company made the statement that work/family balance as a benefit. The details on the specifics of this listed benefit are not provided, but if it allows for remote working environment than this could a great benefit. This opens a wide range of opportunities and benefits for everyone. The most significant is that they no longer have to commute. This will save most employees a considerable amount of money and may be willing to earn less per hour for this option. They may also be able to save on daycare or other related expenses from being away from home. The added expenses such as additional phone lines, software, and internet access are minimal in comparison to the savings.
The Vacation and Holiday section of the benefit package is also a great benefit, but may bring concern to the executive team on how to manage proper staffing with the management team granted so much time off. It is our company policy that all time off must be submitted with 30 days notice to allow for proper coverage. This should allow ample time for the District staff to shuffle staffing. Our benefit package in this area is comparable to that of our main competitors. This aligns us with the other top automotive companies and ensures that we are able to recruit and retain the very best associates.
Conclusion
The global recruitment strategy of Anheuser Busch InBev appears to provide a solid foundation to attract and retain the best possible people within their industry. The organizations website offers reasonable information about the company and hiring practices. A potential candidate would be able to easily find the required information to make a decision about the company and apply right online. Overall the company provides the appropriate amount of attention on their recruitment strategies and they clearly align with the companies goals of having the best associates globally.

References
BuschJobs. (2011) Buschjobs.com. retrieved June 29, 2011 from

http://www.buschjobs.com/docs/benefits.html

Corporate Governance Statement. (2011). Anheuser Busch InBev Web site. Retrieved June 27, 2011, from http://www.ab-inbev.com/go/corporate_governance
Guiding Principles & Competencies (2011). Anheuser Busch InBev Web site. Retreived
June 27, 2011 from http://www.ab-inbev.com/go/careers/our_people_and_culture/guiding_principles_and_competencies.cfm
Tritto, C..(February 9, 2010). Bud in the Big Apple. Retrieved June 29, 2011, from http://www.portfolio.com/companies-executives/2010/02/09/anheuser-busch-goes-new- york/#ixzz1QfZxfRUh

References
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Guiding Principles & Competencies (2011). Anheuser Busch InBev Web site. Retreived
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