Bringing a new employee into your organisation isn’t just about filling a vacancy; it’s a pivotal moment that sets the tone for their entire work experience. Efficient onboarding ensures that new team members feel informed, valued, and ready to contribute, while also protecting your business from compliance risks.
In this guide, we’ll cover what makes an onboarding process efficient, what’s legally required in induction training (with a focus on Australian standards), and how to deliver content that fosters a safe, respectful, and high-performing workplace.
We’ll also explore key topics such as workplace bullying, sexual harassment, psychosocial safety, and the importance of clearly communicating company policies and health and safety requirements.
Why Efficient Onboarding Matters
Efficient onboarding isn’t just about ticking boxes on Day One. Done well, it helps reduce staff turnover, speeds up productivity, and boosts engagement. According to research by the Society for Human Resource Management (SHRM), effective onboarding programs can improve new hire retention by up to 82%.
For Australian organisations, an efficient onboarding process is also critical for legal compliance, especially in relation to Work Health and Safety (WHS) laws, anti-discrimination, and workplace behaviour regulations.
Induction Training Requirements in Australia
Under Australian WHS legislation, employers have a duty of care to ensure all workers are aware of workplace risks and are trained to perform their jobs safely. This includes:
- Explaining health and safety policies
- Identifying hazards and risk controls
- Emergency procedures
- Reporting incidents or concerns
The Fair Work Act 2009 and state-specific WHS Acts require that new employees receive clear guidance on workplace rights, responsibilities, and the procedures that govern safe and lawful conduct.
An efficient onboarding process must include structured induction training that addresses:
- Safety procedures
- Job-specific requirements
- Conduct expectations
- Support channels for psychosocial safety and wellbeing
Elements of an Efficient Onboarding Program
To create a high-impact induction, break the onboarding experience into digestible, well-planned stages. Here are the core elements:
1. Pre-Induction Preparation
Efficient onboarding begins before the employee’s first day. Send out welcome materials, essential forms, and access credentials in advance. This creates a professional impression and allows new hires to hit the ground running.
2. Day-One Orientation
Welcome new employees with a structured plan that includes:
- Office or site tour
- Introduction to team members
- Overview of organisational values and structure
- Explanation of work tools and platforms
Use this session to convey a sense of belonging while reinforcing expectations.
3. Workplace Policies and Code of Conduct
Every new employee must be trained in the organisation’s policies, including:
- Acceptable behaviour and communication
- Confidentiality
- Conflicts of interest
- Use of IT systems
The code of conduct sets the foundation for professional behaviour and workplace culture. Ensure it is written in accessible language and reviewed during the induction period. Ask employees to sign an acknowledgement to confirm their understanding.
Read our article, How Do You Write an Engaging Safety Induction?
If the thought of building a safety induction is too overwhelming, TIS Training can help. We can custom-build your safety induction training for you to use online, on phones and tablets or incorporate into your classroom learning.
Addressing Workplace Bullying and Sexual Harassment
No induction program is complete without clear training on respectful behaviour and the zero-tolerance stance on misconduct.
Workplace Bullying
Explain what constitutes bullying – repeated, unreasonable behaviour that causes harm – and highlight the reporting process. Use case examples to help employees understand:
- What bullying looks like in practice
- How to respond if they witness or experience it
- The support systems in place (e.g., HR contacts, EAP)
Make it clear that bullying is a breach of both internal policy and WHS legislation.
See our microlearning course on Workplace Bullying.
Sexual Harassment
Similarly, sexual harassment must be addressed explicitly during induction. Under the Sex Discrimination Act 1984, employers must take all reasonable steps to prevent harassment.
Your efficient onboarding process should:
- Define sexual harassment with real-world examples
- Explain the complaint process
- Emphasise that it is unlawful and taken seriously
Training should be scenario-based, where possible and delivered in a way that encourages open discussion without fear of retaliation.
See our microlearning course on Sexual Harassment.
Health and Safety Obligations
A cornerstone of any efficient onboarding process is health and safety training. Under the Model Work Health and Safety Regulations, employees must be trained in:
- Workplace hazards
- Safe work procedures
- PPE (personal protective equipment)
- Emergency plans and first aid
Training should be tailored to the employee’s role and working environment, especially in high-risk industries like construction, healthcare, or manufacturing.
Digital tools such as online learning modules or safety apps can support face-to-face sessions, helping to reinforce key concepts and demonstrate ongoing compliance.
See the wealth of safety training available on the TIS Training Platform.
Promoting Psychosocial Safety from Day One
Beyond physical safety, onboarding should address psychosocial hazards, those that affect mental health and wellbeing. These include:
- High job demands
- Poor support or supervision
- Workplace conflict or isolation
- Job insecurity
As of 2022, Safe Work Australia has placed greater emphasis on managing psychosocial risks. That means efficient onboarding now includes:
- Normalising conversations about mental health
- Outlining available support (like EAPs or mental health first aiders)
- Teaching managers how to check in with new employees
When psychosocial safety is embedded into the induction experience, new hires feel safer, more engaged, and more likely to thrive.
See our course on Psychosocial Safety.
Best Practices for Delivering Induction Training
To make induction training effective:
- Use blended learning: Combine digital modules, printed handbooks, and live training
- Make it interactive: Include quizzes, group discussions, and role-plays
- Assess understanding: Require new employees to complete assessments or sign-offs
- Schedule regular follow-ups: Check in at 1-week, 1-month, and 3-month intervals
- Get feedback: Use surveys to find out what’s working and what needs improvement
An efficient onboarding process evolves based on this feedback. Don’t let it sit idle.
Final Thoughts
Efficient onboarding isn’t a one-time event; it’s an investment in your workforce that pays dividends in performance, retention, and safety. By aligning induction training with Australian legal requirements, organisational values, and wellbeing best practices, you give your new employees the tools and confidence to succeed.
Prioritise a respectful, compliant, and psychologically safe induction experience, and you’ll create a work culture where everyone, from day one, knows they belong.