I have an upcoming interview for a Regional Recruiting Coordinator position near AFLAC. What should I expect? Would the job present me good experience to swot up the world of recruiting? Is it more close to a sales position next to mass recruiting? What are the challenge in the career and is there closely of emphasis put on reaching quotas surrounded by order to bring back bonus $?
Answers: Gee - James got up on the wrong side of the bed!
Call your local AFLAC agency (in the pale pages below Insurance) and ask.
They're always looking...will dispatch you to classes for Insurance licensing and train you - adjectives at their expense AND give you a paycheck while you're training!
Their training process is greatly comprehensive and they will teach you adjectives you need to know just about their products and selling techniques. A fresh trial recruit can swot up alot & take sour alot quicker than someone "set in their ways!" from selling other products from other companies!
I've have several friends start with AFLAC and are greatly happy!
It's a lay a wager for them AND you - because after you're trained you're commission ONLY.
Good luck. I hope you find what you're looking for.
It's a good birth for any insurance agent - and once you get your customer remnant - you can go out on your own (be a broker)
I am not, nor ever enjoy been affiliated next to AFLAC. But my question is this:
How could a company hire someone lacking experience in recruit to recruit for them, unless they be going to send you to institution for it?
With all the companies that I own had communication with, you would own to start out as a sales rep, and enjoy an excellent track record surrounded by production before you would be promoted to a sale management or recruit position.
You would have to not individual recruit agents, but you would also enjoy to have some product awareness, and have a working culture of company practices. (How could someone recruit if he/she didn't know what they be recruiting for?)
Anyway, you can expect to put surrounded by long hours. Any company that I have ever recruit for does not pay bonus on recruit. Your pay is base on overrides from your recruits personal production, and maybe a net.
This will be your first interview. If the interviewer likes what he/she see in your potential, in that will be another interview, a little more indepth. If that one go well here may be another. These are different stages in the interviewing process.
A couple of reason for all the interviews is to find to know you, and to find out how serious you are in desiring the position.
After you are hired, and capture your training, you will probably be mass mailing recruit pieces to a list of licensed agents. Also, by asking current agents for name of people they would recommend, you could increase your remnant of prospects.
You might put a recruiting public notice in the tabloid, requesting resumes from people who would be interested surrounded by a career. Or, you could set up a seminar, and own potential recruits come in to the presentation.
The challenge of the job would be within the screening process. Most companies require a Profile Quiz to be taken, to determine the applicant's likelyhood of success. You see, most ancestors are not cut out for the insurance business. Only (estimated) 1 out of 10 who are eventially hired will be in the business 5 years or longer. But you will step through maybe forty, fifty, or perchance even a hundred suspects to get those 10.
To be a successful insurance agent, it take a lot of work within prospecting. Prospecting, and keeping the "funnel" full, is the lifeblood of an agent's success. If an agent doesn't hold a prospect, he /she is effectively "out of work".
The same holds true for a recruiter. If you don't have potential recruits to see, until you hold some, you are effectively "out of work".
Good luck!
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Answers: Gee - James got up on the wrong side of the bed!
Call your local AFLAC agency (in the pale pages below Insurance) and ask.
They're always looking...will dispatch you to classes for Insurance licensing and train you - adjectives at their expense AND give you a paycheck while you're training!
Their training process is greatly comprehensive and they will teach you adjectives you need to know just about their products and selling techniques. A fresh trial recruit can swot up alot & take sour alot quicker than someone "set in their ways!" from selling other products from other companies!
I've have several friends start with AFLAC and are greatly happy!
It's a lay a wager for them AND you - because after you're trained you're commission ONLY.
Good luck. I hope you find what you're looking for.
It's a good birth for any insurance agent - and once you get your customer remnant - you can go out on your own (be a broker)
I am not, nor ever enjoy been affiliated next to AFLAC. But my question is this:
How could a company hire someone lacking experience in recruit to recruit for them, unless they be going to send you to institution for it?
With all the companies that I own had communication with, you would own to start out as a sales rep, and enjoy an excellent track record surrounded by production before you would be promoted to a sale management or recruit position.
You would have to not individual recruit agents, but you would also enjoy to have some product awareness, and have a working culture of company practices. (How could someone recruit if he/she didn't know what they be recruiting for?)
Anyway, you can expect to put surrounded by long hours. Any company that I have ever recruit for does not pay bonus on recruit. Your pay is base on overrides from your recruits personal production, and maybe a net.
This will be your first interview. If the interviewer likes what he/she see in your potential, in that will be another interview, a little more indepth. If that one go well here may be another. These are different stages in the interviewing process.
A couple of reason for all the interviews is to find to know you, and to find out how serious you are in desiring the position.
After you are hired, and capture your training, you will probably be mass mailing recruit pieces to a list of licensed agents. Also, by asking current agents for name of people they would recommend, you could increase your remnant of prospects.
You might put a recruiting public notice in the tabloid, requesting resumes from people who would be interested surrounded by a career. Or, you could set up a seminar, and own potential recruits come in to the presentation.
The challenge of the job would be within the screening process. Most companies require a Profile Quiz to be taken, to determine the applicant's likelyhood of success. You see, most ancestors are not cut out for the insurance business. Only (estimated) 1 out of 10 who are eventially hired will be in the business 5 years or longer. But you will step through maybe forty, fifty, or perchance even a hundred suspects to get those 10.
To be a successful insurance agent, it take a lot of work within prospecting. Prospecting, and keeping the "funnel" full, is the lifeblood of an agent's success. If an agent doesn't hold a prospect, he /she is effectively "out of work".
The same holds true for a recruiter. If you don't have potential recruits to see, until you hold some, you are effectively "out of work".
Good luck!
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