I: Our History/Who We Are/Why Work at XYZ?
Use this opportunity to sell what makes your organization unique. That's easy enough to do if you're IBM, GE, or Microsoft. But what if you're a small dental office that's just getting off the ground? Then, you should sell the reasons why you're opening your practice, the kind of service you hope to provide that will allow you to stand out from your competition, and how you envision a corporate culture based on open communication, customer service, and personal accountability.
Simply asked, Why would someone want to work for your company? That's your introductory paragraph. Feel free to present it in any number of ways—formal, fun, creative, or irreverent—and make your corporate statement as unique and special as you are.
II: The Hiring Process
Our hiring process is very thorough. In addition to interviews with Human Resources staff members and departmental management, we will check your business references as thoroughly and with as many sources as possible. This will include a criminal background investigation at our expense before any offer of employment is extended. We may also require that you provide us with copies of recent performance evaluations to demonstrate your skills, knowledge, and abilities. In addition, if you are hired into a sales role, we will ask for your last two years of W-2s or year-end payroll stubs to substantiate your compensation history.
If hired, you must complete an I-9 form and bring documents on your first day of employment to prove your legal right to work in the United States. You must also attend new hire orientation within one month of your hire date.
III: Starting Salaries and Performance Reviews
We offer very competitive salaries and benefits. Initial salary offers are typically based on preestablished and budgeted salary ranges as well as internal equity— the notion that new employees' education, years of experience, and technical abilities should be matched or ''slotted'' to the years of experience and skills of our existing staff. Salaries are typically determined at the final round of interviews and shared with you at the time of offer.
All employees will be hired ''at will,'' unless a collective bargaining agreement or employment contract dictates otherwise. That means that your employment is not for a specified period of time and may be ended by you or the company at any time with or without cause or notice. In addition, your first ninety days with our company will be considered an introductory'' or probationary training period. Interim performance evaluations may occur at the conclusion of your introductory period. However, financial reviews occur for all employees only after one year of employment on your anniversary date.
We offer benefit-eligible employees flexible benefit programs that will provide you with significant opportunities and advantages. You may choose from a wide menu of options, including medical (traditional indemnity, HMO, point of service, and catastrophic care), dental, vision, life, AD&D, short- and long-term disability, 50 percent tuition assistance for work-related courses at accredited institutions, and healthcare and dependent care reimbursement accounts. Medical and dental benefits become effective on the first day of the month after ninety days of employment. Insurance premiums and benefits are subject to change at any time at the company's sole discretion.
You and the company share the cost of your benefits, with the company paying the majority of the cost. Your share of the cost will depend upon the plans you elect, your Benefits Base, and the Level of Coverage you want. Please click on Premium Costs for information regarding the monthly costs of the various plans.
After one year of continuous service, you may be eligible to participate in our 401(k) plan; the plan includes a 5 percent or 6 percent match (depending on your salary) at $.50 on the dollar and permits rollovers, loans, and withdrawals. The investment plan vests at 20 percent per year with full vesting after five years of service.