Summary
Creating a consistent, brand-aligned onboarding experience for a growing workforce.
The Challenge: As the company scaled across locations, its live, presenter-led induction process became inconsistent and resource-heavy. New hires lacked a cohesive understanding of company culture and policies. Key issues included:
- Variability in induction delivery across regions
- High HR dependency and manual effort
- Low engagement and knowledge retention among new joiners
The Solution: Cresolz built an interactive, branded induction module that combined flexibility with consistency. Designed to work across roles and devices, the solution made onboarding simple, scalable, and engaging. Key features included:
- Structured, self-paced modules replacing live sessions
- Visual org charts, welcome videos, and interactive policy walkthroughs
- Mobile-accessible format with built-in tracking
The Result: Induction time was cut by 50%, completion rates reached 95%, and HR reported significantly reduced effort and better alignment across new hires.
The Client
A well-established real estate and facility management company with over 800 employees and a presence in six major Indian cities. With steady growth and new project sites launching regularly, the organization was onboarding 20–30 new employees every month, across roles ranging from project engineers and site supervisors to finance and HR executives.
Prior to engaging Cresolz, the HR team conducted live induction sessions using slide decks and verbal walk-throughs. Each location managed onboarding independently, leading to differences in how new hires were introduced to company policies, values, and structure. Feedback from recent joiners revealed inconsistent messaging, gaps in understanding core policies, and difficulty recalling key information after the sessions.
The HR leadership recognized the need to transition from live, variable onboarding to a centralized, consistent digital induction experience that could scale, remain brand-aligned, and require minimal manual effort from their already stretched team.
The Challenge
As the company expanded into new markets, onboarding became increasingly decentralized. Each location handled inductions differently, using various slide decks, documents, and verbal briefings, resulting in inconsistent delivery and uneven learning experiences.
The HR team found it challenging to ensure that all new hires received the same clear understanding of the company’s mission, structure, values, and policies. New joiners often retained only fragments of the information shared during the session and had no material to revisit afterward. Several recurring issues surfaced:
- Lack of consistency in how company values and policies were communicated
- Heavy reliance on HR facilitators, especially for remote onboarding
- Low engagement levels during live sessions
- No measurable way to track whether new hires had understood or completed induction
With multiple onboarding sessions being conducted every month, the team needed a scalable, engaging solution that could replace facilitator-led sessions — without losing the human touch.
Our Approach
The goal wasn’t just to digitize an induction session, it was to create a structured, branded experience that felt consistent, welcoming, and easy to absorb, no matter where or how someone joined the company.
We began by working closely with the HR and internal communications teams to understand the onboarding flow, key talking points, and where information delivery was breaking down. Our first step was to audit the existing induction material, including PPTs, HR manuals, policy documents, and welcome emails used across different regions.
We then reorganized the content into a logical, learner-friendly structure, focusing on clarity, cultural alignment, and interactivity. To keep the tone consistent with the company’s brand and values, we embedded visuals, storytelling elements, and a leadership welcome message early in the flow.
Each module was built with short, focused sections that allowed new hires to explore content at their own pace, while still following a clear sequence. We also introduced light interactivity and simple knowledge checks to encourage engagement without overwhelming the learner.
Throughout development, we collaborated with internal reviewers to make sure the voice and visuals felt true to the company, not generic training.
The Solution
We developed a self-paced, SCORM-compliant eLearning module that could be accessed across devices and deployed through the client’s internal LMS. The induction was broken into five short, interactive segments — covering the company’s journey, culture, leadership, policies, and team structure.
Each section used a mix of visuals, voiceovers, and interactive elements to keep the experience dynamic. A welcome video from a senior leader helped set the tone and humanize the digital format, while short quizzes allowed new joiners to reflect on key takeaways.
To ensure long-term usability, we designed the content to be modular and editable, so future policy or team changes could be easily updated without redoing the entire course. The module was delivered in under three weeks and required no live facilitation.
The Results
Within the first two months of rollout, the eLearning module became the default onboarding experience across all locations. HR teams reported a noticeable reduction in manual effort and fewer repeated queries from new hires.
Key outcomes included:
- 50% reduction in induction time, freeing up HR bandwidth
- 95% completion rate across new joiners within the first week of joining
- Improved knowledge retention, with 40% higher quiz scores compared to previous live sessions
- Positive feedback from new employees, who appreciated the clarity, pace, and flexibility of the digital format
The module has since become a core part of the onboarding process, helping the company maintain a consistent and professional first impression — regardless of location or department.
