New graduates can be a boon to a practice, bringing with them new energy and a keen drive to learn.

However, beginning a new professional career can also be an incredibly overwhelming experience and it’s important that employers make new graduates’ entry into the workplace as smooth as possible.

Employee or contractor?

One of the first questions to ask is whether it’s best to engage a new graduate physiotherapist as an employee or as an independent contractor. There are benefits for an employee either way.

Generally speaking, however, we recommend that new graduates be engaged as employees rather than contractors.

A graduate employee is new to practising and generally requires additional mentoring and training beyond what they received during their studies.

An independent contractor operates their own business and assumes the risk for the services they provide.

They have control over their hours and how they perform their work and do not have to participate in performance reviews.

Engaging a new graduate as a contractor runs the risk of sham contracting, in which a person is disingenuously classified as a contractor (intentionally or unintentionally) and is then subject to the expectations and restrictions of employment without the benefits to which an employee is entitled.

 Employment acts as an important safety net for new graduates. When they have gained several years’ experience, they will be in a better position to consider operating as an independent contractor.

Induction programs

To start things off on the right foot, all employees should participate in an induction program. This process is designed to provide all new employees with the information they need to excel in their new role.

Typically, an induction for a new employee might include:
•    a welcome to the workplace
•    an introduction to their prepared workspace
•    essential administrative tasks, such as giving them computer access, security passes, email signatures and contact details for other staff where necessary
•    information on the business’s HR and work (occupational) health and safety policies and procedures
•    an induction checklist for the first three to six months of employment (ie, training, mentoring, expectations of work standards after set time periods)
•    regular scheduled performance reviews
•    an introduction to a work mentor.

New graduates will generally require a more thorough induction program than an experienced physiotherapist would.

It’s important to remember that this is often their first role in their professional field and while that may mean a bit of extra support, nurturing employees now can pay dividends in the future.

An induction shouldn’t finish in one day. It is an ongoing process subject to continuing feedback between both parties.

Throughout the induction period, an employee should feel comfortable about approaching their employer with any questions or concerns they may have and an employer should regularly check in with the employee to see how they are settling in.

This allows the employee to receive consistent feedback, prevents miscommunication and gives them the best chance to succeed. A formal induction period may often be scheduled to end with the employee’s probation period.

A quick comment on probation periods

During a probation period, there is less risk from an employment law perspective if an employer wants to swiftly move towards termination of employment.

Typically, the employee won’t have access to unfair dismissal. However, we would advise against being too quick to pull the trigger on new employees.

It establishes a bad precedent—that rather than working with an employee to help them improve, they may subject them to termination or other disciplinary measures without notice.

Many performance issues can instead be resolved by taking a softer approach—implementing training systems and organising regular scheduled check-ins with employees.

This provides a built-in platform for highlighting any concerns you might have about their performance so far and then working with them to fix those issues.

As a general rule, it’s best to consider termination a last resort after attempts to salvage the employment relationship have fallen through.

Tips for employers

•    Make yourself available for new employees to ask questions.
•    Try to provide a structure in which new employees can thrive and develop.
•    Consider bonding activities to help the employee settle in.
•    Teach them about the history of the business, which can help them feel welcome and part of a team working towards a collective goal.

Tips for employees

•    Make sure you understand your job description and the expectations of your role.
•    Review the business’s policies and procedures.
•    Get to know your colleagues—they can help with settling in and can provide pointers and guidance.
•    Don’t be afraid to ask questions if you’re unsure.
•    Lastly, be confident that you have the ability to succeed in the role and that your employer recognises this. You were hired for a reason.

In summary

It’s an exciting time for new graduates when they begin their first role. It’s important for an employer to give them every opportunity to succeed, not just in their new role but across their entire career.

The HR in Practice specialist workplace relations and work (occupational) health and safety advisory service is operated by Wentworth Advantage. 

APA Business Group Premium Principal members can contact the HR in Practice service on 1300 138 954 or hrinpractice@ australian.physio or click here visit to access the full suite of online resources.

For more information about joining the APA Business Group, email info@australian.physio or call 1300 306 622.

Disclaimer: The material contained in this publication is general comment and is not intended as advice on any particular matter, nor should it be relied on as a substitute for legal or professional advice. Wentworth Advantage Pty Ltd expressly disclaim all and any liability to any persons whatsoever in respect of anything done or omitted to be done by any such person in reliance whether in whole or in part upon any of the contents of this publication. ©Wentworth Advantage Pty Ltd. 2023