AB InBev Assessment Test, Interview Questions & Hiring Process Online Preparation & Tips– 2024

What Is AB InBev?

AB InBev, or Anheuser-Busch InBev, is a multinational beverage and brewing holding company headquartered in Belgium. Famous for drinks such as Corona and Stella Artois, AB InBev became the world’s largest brewing company after Anheuser-Busch acquired InBev in 2008. They have opportunities in fields such as:

• Marketing
• Finance
• Logistics
• Technology
• Corporate Affairs

AB InBev has offices in over fifty countries with more than hundred-seventy-thousand employees. Benefits an AB InBev employee can expect to enjoy are:

• Retirement Savings Plan
• Health Insurance
• Dental and Vision Plan
• Child Care

What Is Anheuser-Busch InBev’s Hiring Process?

AB InBev has a three-round recruitment process that spans anywhere from two to six weeks. There are various technical and non-technical interviews and assessments that applicants must participate in throughout the process. Job seekers interested in AB InBev should anticipate the interview process going as follows:

• Application
• Online Assessments
• Telephone Interview
• Final Interview

Initial Screening

Submission and review of applications and CVs serve as AB InBev’s initial screening. They will include the eligibility requirements on the details of their career page. While filling out the application form, be sure to include any community service experience you may have to appeal to AB InBev’s philanthropic background.

AB InBev Online Assessments

AB InBev utilizes online assessments as a way to objectively measure the aptitude and personality of applicants. If an applicant is satisfactory in the first stage, they will be sent a series of online assessments via email that must be completed within a specified number of days. AB InBev’s online assessments may vary based on the role and location, but they typically consist of:

• Verbal Reasoning Test
  AB InBev’s verbal reasoning test evaluates critical reasoning and communication skills. The applicant is provided a passage of information followed by a handful of statements that must be marked true, false, or cannot say. You do not need any prior knowledge of the subjects discussed in the paragraph; you just need to be thorough. The verbal reasoning test is timed, and the questions are multiple-choice.
• Logical Reasoning Test
  AB InBev’s logical reasoning test analyzes the ability to identify patterns and use inductive and diagrammatic reasoning. Rather than numbers or words, the logical reasoning test presents the applicant with shapes and puzzles. There are multiple answer choices, and each question must be answered within one minute.
• Numerical Reasoning Test
  AB InBev’s numerical reasoning test appraises the mathematical capabilities of applicants. The questions present a hypothetical business scenario accompanied by tables or graphs and multiple answer choices. The numerical reasoning test is essentially applied mathematics and requires the use of basic functions.
• Cultural Fit Test
  AB InBev’s cultural fit test assesses how well the applicant aligns with the company’s values and environment. Provided a workplace scenario, the applicant must choose from a list of answers how they would handle the situation. For some positions, the applicant must supply a short answer in place of the multiple-choice format.
• AB InBev Coding Test
• Personality Questionnaire
  AB InBev’s personality questionnaire looks at the style and behavior of the applicant. There will be a series of statements that the applicant must rank how strongly they agree or disagree with it.

These tests are many times given by Saville Assessment, Odyssey Assessment or Aon GATE Assessment.

Telephone Interview

AB InBev’s telephone interview is focused on fit and resume. The interview may take anywhere from fifteen to forty-five minutes and heavily emphasizes the background of the candidate. Common questions are:

• What are you most proud of?
• Tell me about a time you had to work with someone difficult.
• Walk me through your work history; what did you learn and why did you leave?
• What is a skill you are currently working on?

Panel Interview

AB InBev’s panel interview includes four or more senior members of the company and five or more candidates simultaneously interviewing for the position. The interview takes about an hour and is comprised of a variety of technical and nontechnical questions. Interviewers at AB InBev may ask:

• Describe a time you adapted to changes at your previous company.
• How do you balance work and your personal life?
• Who would you hire out of the other candidates?
• What is the most creative idea you have enacted?

Students and Graduates

Students and graduates have the option to apply for AB InBev’s Global Management Trainee Program or the Global MBA Program. The former is a ten-month interactive program that explores a variety of business areas within the company while the latter is a year-long leadership-focused program. AB InBev’s interview process for students and graduates differs a shade from the affairs of the experienced professionals. Students and graduates’ recruitment process will go as follows:

• Online Assessments
• Video & Case Study Interview
• ABI Day

The online assessments are identical for experienced professionals and recent graduates. However, students may have to take the same assessments again in person depending on the role.

Video & Case Study Interview

AB InBev will send over a case study forty-five minutes before the scheduled video interview. During the thirty to sixty-minute interview, the company will touch base on your resume, non-technical questions, and the case study. The case study is applicable to the beverage and brewing industry and will appeal to the role you’re seeking employment in. For example, someone interviewing for a marketing position would be sent a case study asking them to choose what product to launch and how to do so.

ABI Day

ABI Day, or assessment day, invites dozens of candidates to the region’s main office for two-to-three rounds of activities, interviews, and exercises. The first is typically a group exercise with seven other candidates where they must strategize a product or discuss a brief. Recruiters will be analyzing the candidates on the quality of their proposals as well as how they worked with their team. Next, there will be an interview with two or more senior members of the company. The questions typically probe at your interest in the company and the particular position, relevant experience, and valuable skills you possess for the job.

Final Interview

Ab InBev’s final interview takes place in front of a panel. This interview is strength-based and evaluates the aptitude of the candidate in relation to the role they are interested in. The panel will present you with a quality such as leadership or business focus and ask that you provide an example from your own experience in which you demonstrated that quality. Prior to your interview with AB InBev, be sure you have researched the company and the program/role; that way you can elaborate on the specific qualities they are looking for and how you exude them, demonstrate your interest in the company, and most importantly, explain exactly what you can bring to the table.

How to Prepare for AB InBev’s Online Assessments?

AB InBev’s online assessments bar over fifty percent of the candidates from moving forward through the interview process. The best way to be in the top fifty percentile is to practice. There are countless online tests that are strikingly similar to AB InBev’s and can prepare you for the content, quantity, and the time constraint. Having a grasp on how to handle the time limit is significant to succeeding during this portion of the hiring process. Most candidates find themselves skipping, guessing or failing to finish the questions. By familiarizing yourself with the setup, you optimize your chances of achieving a higher score by being able to complete more questions. For personality tests, review the company’s values, endorsements, and community efforts to align yourself with their background. This way, you can understand what AB InBev’s ideal employee is and how they have constructed their company culture.

What Qualities Are AB InBev Recruiters Looking For?

AB InBev has outlined their ten guiding principles that encompass the values of their company, the individuals they employ, and their mission. Their values fall into three categories: dream, people, and culture. These pinnacles of AB InBev are elaborated on as their driving force:

• Bring People Together.
• Meritocracy
• Quality of Employees
• Never Complacent
• Customer Oriented
• Care About Results
• Common Sense & Simplicity
• Sustainability
• Consistent
• Diligence & Accountability

AB InBev will want to hear your connection to these values and any relevant experience you have that demonstrates these qualities.

Conclusion

AB InBev is a friendly, inclusive company with opportunities in countless fields and areas of business. The key to succeeding in the stages of their interview process is preparation. AB InBev wants to see a personable, confident candidate. Best of luck!