Aflac More worried about contests than supporting new agents. Virginia Beach, Virginia
After reading several reports about Aflac's hiring practices, I can see that I am not the only one that was lured into this industry. Like others, my initial interview was in a group format and was very unorganzied. My two subsequesnt interviews lasted a total of ten minutes. I also was told about the ridiculous amount of money that could be made.
During the last interview I asked the regional sales coordinator if I would have support after my initial sales training. He stated I would be teamed up with the district coordinator and several "seasoned" agents until I was comfortable with the procedures.
After four weeks in the field I still did not work with the district coordinator, nor the coordinator in training. They always had something else to do, like help more experienced agent meet goals for various contests. My initial "seasoned" trainer was in the field approximately four weeks longer than myself. My subsequesnt trainer started the same time my initial trainer started with the company.
With absolutely no help, and a waste of a considerable amount of money on gas, I stopped cold calling. The last time I was in the office was the beginning of August and I still have not heard from any of my coordinators. I guess they could care less about how I was doing. All of a sudden I got a letter from Aflac headquarters stating they were terminating my appointment for lack of productivity.
That is quite a process they have. Work with the seasoned agents to earn points for contests and forget about the new agents and let them fail. My lack of support from the district coordinator ws brought to the attention of the regional coordinator, but nothing was done to fix the lack of training.
If you are thinking about going into this field with this company, be prepared to go at it alone. It was a big dissapointment
2 Updates & Rebuttals
Consumer Protection
Silver Spring,Maryland,
USA
Aflac hires anyone and everyone--mass hiring programs
#3Consumer Suggestion
Tue, January 25, 2011
Aflac hires anyone and everyone-this type of job does not meet the guidelines of contractual employment---They mass hire people with false promises-thus hoping you will get them sales from your friends and relatives and then burn out-which is what is now happening to hundreds of dooped people -who just want to make a living to support their family-- By law a company that hires you must pay min. wage and employment taxes----Eventually Aflac will have to pay the back taxes they owe,from this very fraudlent hiring program----that is not even close to a contract type employment---Shame on Aflac !!!!!!
---thanks to the internet the word is getting out --
Dsc
new york,New York,
U.S.A.
Not everyone is the same
#3UPDATE Employee
Fri, August 27, 2010
Let me start this by stating that I am a District Sales Coordinator in the NY Metro Long Island operation with Aflac.
We also hold group interviews to start the hiring process and there is a reason we do this. Many people are scared of any position that is 100% commision. All of our agents are independant contractors at 100% commision. The reason we bring people into a group setting to begin is to educate them about how the company works and yes we do talk about the money that can be made. This allows candidates to make an educated decision on whether they want to continue the process or not. At this time we schedule one on one interviews. Those candidates that we think will make it are then sent offer letters.
I personally go out on all appointments made by new agents in my district. If I am unavailable I have a Special Projects Coordinator who assists me. No new agent goes on their appointments unaccompanied and in the case of very new people they don't even speak at their own appointments. I close the case and the new agent gets all the credit until they are able to close the case on their own.
As far as contests go yes as Coordinators we do assist agents at times in relation to contests but most contests are skewed towards new agents. As a matter of fact one quarter of the qualification for a Coordinator to receive their bonus is new agent premium. Another category is the number of new agents hitting their sales marks. So if we are getting new agents to write premium and hit their sales marks how are we neglecting them.
You never mention how many appointments you made, or whether you attended sales school or not or what production or groups you had.
Now granted as I stated previously we are all independant operators so the procedures I have are not the ones everyone follows but it is unusual for a Coordinator to leave a new agent swinging in the wind. They are usually where our greatest focus is.