Bitesize Learning – Find time with Take 5

Learning at work, is a lot like trying to adopt a more healthy lifestyle

Everyone knows they should do it, but it’s hard to build a sustainable habit without some help. It can feel like a mountain to climb, unless you break it down into small chunks that you can easily achieve. That’s one reason why top companies are moving away from formal training to more informal, bitesize learning.

How does that apply to learning?

Just like exercise and healthy eating, learning is more effective when you do it every day. Over time, small achievements build up and give you a sense of momentum. You start feeling like you’re making progress and that you can take on tougher challenges. But that takes effort, willpower and planning, which is why most people don’t do it.

It doesn’t take much will-power to turn up to a training course and do what you’re told for a day. But face to face training courses aren’t all that effective at changing behaviour over time. They give you a large portion of learning that wears off quickly, if you don’t follow up and embed it. It’s a bit like eating 35 portions of fruit and vegetables in one day, instead of spreading them out across the week. There’s a limit to what your body can absorb. Everything else is just a waste.

We hate waste.

We hate it when people spend money on our training that doesn’t transfer to a change in performance. That’s why we apply the “little and often” approach to learning. Our courses are made up of bite-size chunks, most of which only take five minutes to complete. Our courses help people build a habit of regular learning. But what happens when the course is over?

We want to help people keep on learning.

It doesn’t take that much effort to find five minutes for bitesize learning everyday, but it does take some effort to decide what to do with that time. We want to make it easier to keep learning everyday. So we had a think and we came up with an idea we think could work for everyone.

We’re making bitesize learning easier with take 5.

All you have to do is take 5 minutes each day for learning. We’ll provide interesting content, across a range of relevant topics for you to read and watch. We’ll tell you what it’s about, why it’s worth your time and ask you a question that will make you think about how you could use it. You can share them with your team, or your colleagues, if you think they might like it too.

How does it work?

Take 5 is free and available to everyone. It’s aimed at recruiters, but the content is relevant to anyone who work in sales, business development, or leadership. If you want to give it a go follow the steps below. You can unsubscribe at any time and we won’t send you anything else unless you ask us to.

Step1. Sign up

Step2. Open the emails that arrive each day and read the summary.

Step3. If you like the look of it, click on the link and check out the content we shared. If not delete it and wait for the next one.

Step4. Think about the question in the email.

Step5. Share it with anyone else who might benefit.

It’s pretty simple.

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Take 5 is inspired by the work of Julie Wedgwood. She came up with the original idea and called it Find Fifteen. If you manage people, we highly recommend reading this full explanation of how you can use this approach to develop your team.

It doesn’t matter if you take 5, 15, or longer, just be sure to do something.


What’s The Point of Recruitment Training?

What is the point of recruitment training? I mean what do you really want from it?

Before we dig into that, and a few other important questions, let me introduce myself. Hello, I’m Sam Burrough and I’m in charge of creating the online training experiences at Elevated. If Alex is the recruitment geek, then I’m the learning/training/design geek.

I’ve spent the past 12 years working in e-learning and training roles. Over that time I’ve written lots of blog posts, regularly participated in debates, been invited to speak at conferences and designed many, many hours of e-learning.

If you’re reading this, you’re probably from a recruitment background. So I’d like to share some insights about training that you might not know.

1. People in Learning and Development don’t agree on how we learn.

2. Learning is not a science.

3. Most of what you read about how people learn, is opinion. Even though it’s often presented as fact.

Keep that in mind.

So back to the original question.

What do you want from recruitment training? or Why are you investing in training your people?

There are many benefits from training your people – better engagement, higher professional standards, consistency, culture etc. But the primary reason for training anybody at work is to improve performance. I would go a little further and add that the purpose of recruitment training, is to improve performance as efficiently and sustainably as possible.

How do we learn?

There are hundreds of theories about learning, some are more right than others. Many are completely false – I’m looking at you learning styles! They are all just theories, and they are all disputed at some level. Alex and I have come to realise that there are three or four things that need to happen for training to be effective. We’ve come up with a simple way to explain this, based on what we’ve learned in over 25 years working in training.

We call it ICE and it’s the basis of all of our training..


We start with a new idea. We introduce a new way of doing something. This might be reading an article or blog post, watching a video, participating in a webinar, or listening to a podcast.


Interpreting the ideas so they make sense in your world. How could that work in my job? What do I know about that already? Why will/won’t that work for me? It’s about asking questions, sharing experiences and making mental connections.


Putting contextualised ideas into action. We help people do this by giving them tools that remind them or guide them through a process. We give people challenges to try in the real world and scenarios to practice before

This process is not always linear. You may have to go back and forth between Context and Execution to refine how the Idea will work for you.

Reflection is Key

The glue between all of these steps is reflection. You have to take time to think about what you do, how new ideas can help and how you might re-purpose them to fit. The most effective learners are very self-aware, they challenge and monitor themselves throughout the process and ask for feedback and support when they need it. Matt Charney from Recruiting Daily talks about a similar mindset of Learning Agility in his excellent post.

If you’re curious about how we do all this online, why not join us for a quick demo on our platform, or sign up and explore our free taster course?