Brief
New and existing employees at a retail bank needed to be onboarded into a critical detection skill — identifying counterfeit banknotes. The existing onboarding process relied on static materials and in-person sessions that were slow to deliver, expensive to scale, and impossible to standardize across branches. New hires took weeks to reach competency. The result: inconsistent skill levels, undetected forgeries, and real financial risk.
Discovery & Analysis
Blend's discovery phase revealed that the onboarding gap wasn't knowledge — it was practice. New employees understood the theory but couldn't apply it under real conditions. The existing process had no structured pathway, no milestones, and no way to verify competency before putting someone on the floor. The learning objective: build a repeatable onboarding pathway that gets new hires to verified competency faster, with consistent quality across every branch. User testing confirmed that interactive simulation — not static reading — was what closed the gap between training and real-world performance.
Design & Development
Blend replaced an inconsistent, in-person onboarding process with a structured digital pathway. The centerpiece: an interactive simulation with high-fidelity banknotes where new hires practice real inspection decisions — zooming, comparing, and identifying security features — before they encounter them on the job. The pathway is self-paced, standardized across branches, and trackable through the LMS. Every new hire follows the same route to competency, regardless of location or manager. Built using Articulate Storyline and Adobe Creative Suite.
Evaluation
The structured onboarding pathway delivered what the ad-hoc process never could: consistent, measurable competency.
• 95% of learners reported greater understanding through interactive practice
• Onboarding time reduced — new hires reached competency faster without requiring in-person sessions
• Training costs reduced by eliminating the need for repeated face-to-face workshops
• Standardized across branches — every employee gets the same quality onboarding regardless of location
• Measurable skill gains tracked through LMS, giving management visibility into readiness
What this means for your organization
Onboarding fails when it depends on whoever happens to be available to train the new person. Credit Suisse replaced an inconsistent, expensive in-person process with a structured digital pathway — and got faster ramp-up, lower costs, and provable competency. The program was built once and is now owned by the client.
Behind the scenes
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