Job Listings When Most People Think of Essay

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Job Listings

When most people think of Anheuser-Busch, they will often associate it with a large multinational company that produces Budweiser. While this is true, the firm has operations in 23 countries and employs 116 thousand people worldwide. This means that they must utilize different strategies for attracting and retaining key personnel. To fully understand how this takes place there will be a focus on: recruitment strategies, the way the organization classifies job opportunities, factors for determining the right mix of local / international employees, the benefits and expatriate programs. Together, these different elements will provide the greatest insights as to how the firm is able to locate and hold onto critical talent. ("Anheuser-Busch," 2012)

Outline the recruitment strategies the organization uses.

The basic recruitment strategy at Anheuser-Busch is focused on locating individuals who are coming out of college. During this process, they will talk with them about their future and where they see themselves. Those who are the ideal candidates will attend different seminars to learn about the firm and the products they sell. ("Our Graduate Recruitment Programs," 2012) ("People," 2012)

At the same time, there is an emphasis on attracting individuals who have worked in the field and have the ability to be good managers. The way that the company is able to locate the best employees is to use traditional resources such as: seminars, word of mouth and advertising in select employment related financial publications. Moreover, the firm is also using online tools to reach out to someone who interested in working for the company. This is achieved utilizing their website, social networking and online job sites (such as Monster.com). These tools are helping Anheuser-Busch to identify and recruit the best employees from around the world.

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("Our Graduate Recruitment Programs," 2012) ("People," 2012)

Explain how the organization classifies their job opportunities and what assumptions may be made about the classifications.

Anheuser-Busch classifies job opportunities based upon one of six different global zones where the individual is located. They have the responsibility for promoting different positions and training the individual to work within specific regions. During this process, there are number of classifications that are made to include: leadership, method and functionality. Leadership is when there is a focus on locating those individuals who have the ability to inspire others and will take the initiative. Method is looking at the analytical skills that are used to meet different targets that are set by the organization. While functionality is where there is an emphasis on the technical skills that are necessary for the position. These factors are designed to provide the firm with various categories inside specific regions that are focusing on different generalities during the process. ("People," 2012)

Using the information from your text and the organization's website, determine how the following factors assist in deciding the optimal mix of home and host country employees:

The type of international assignment

In the first two years of working at Anheuser-Busch is when the individual will be moved to different regions and countries. This is because the firm is acclimating them to the culture of the company and the various markets that they are serving. As a result, the kinds of international assignments will depend upon the needs of the organization and the skill sets the individual is bringing with them. This determines what areas they will be sent to. ("Our Graduate Recruitment Programs," 2012)

The culture and language preparedness of the employee

The culture and language preparedness.....

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