One to One Recruitment

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One to One Recruitment Specialising in personal and professional recruitment for senior/management level roles as well as j

One to One Recruitment is a nimble, flexible, recruitment consultancy focused on personal service and getting to the point. We do this by always asking the difficult questions around your recruitment issues, challenging the status quo and cutting to the chase to establish your need and desirable recruit. One to One Recruitment is an independent, personal recruitment service, based in York with regional and national coverage, sixteen years of industry experience and a competitive pricing structure. At its heart, the company stands for building trusted relationships with customers and clients which endure.

Brilliant at their job… but are they ready to manage people? Promoting someone because they're great at what they do mak...
20/10/2026

Brilliant at their job… but are they ready to manage people?

Promoting someone because they're great at what they do makes perfect sense. But being good at your job and knowing how to lead, motivate and develop a team are two very different things!

Ever promoted someone because they're brilliant at their job?

It makes sense, doesn't it? Someone knows their role inside out, gets great results and seems the natural choice to take the next step, but managing people can be a very different challenge, and it's not always something you can pick up overnight!

We've been thinking about how often people step into management roles with plenty of experience in their own job, but perhaps less support when it comes to leading a team. A bit of guidance, someone to bounce ideas off and the confidence to ask questions can make such a difference, both to the new manager and the people around them.

We've explored this in our latest blog, looking at how businesses can help new leaders find their feet and get the best from their teams.

You can read our latest blog here: https://ow.ly/Orwg50ZXFzY

We'd love to hear your thoughts. What helped you most when you first stepped into a management role?

We're recruiting: Health & Safety Consultant & AuditorAre you an experienced Health & Safety professional with a backgro...
15/10/2026

We're recruiting: Health & Safety Consultant & Auditor

Are you an experienced Health & Safety professional with a background in telecommunications, ready for a new challenge?

One to One Recruitment is working with a growing Health & Safety consultancy and training provider in York to find a Health & Safety Consultant & Auditor to join their expanding team.

This is a varied, client-facing role combining auditing, site inspections, compliance and practical advice. You'll work with organisations across the UK, helping them identify risks, improve safety standards and find solutions that work in practice.

What's on offer?

Salary of £35,000–£42,000, depending on experience
Hybrid working
Monday to Friday
28 days' holiday plus bank holidays
Pension scheme
Car or car allowance, plus mileage
Opportunities to develop your consultancy and auditing experience

You'll need a NEBOSH Certificate or equivalent, experience in a Health & Safety role, telecommunications industry experience and a full UK driving licence.

Based in York, this is an opportunity to build on your existing industry knowledge while developing your career in consultancy and auditing.

Interested in finding out more? You can read the full job details and apply here:

https://one-to-one-recruitment.co.uk/health-safety-consultant-auditor/

Know someone who might be a good fit? Please share this opportunity with them.

NEW JOB: Safety, Security & Maintenance CoordinatorAre you an experienced Health & Safety professional looking for a rol...
15/10/2026

NEW JOB: Safety, Security & Maintenance Coordinator

Are you an experienced Health & Safety professional looking for a role where you can make a real difference? This could be just the opportunity you’ve been looking for!

We’re recruiting for a successful, growing, family-owned Yorkshire business in the horticultural sector. It’s a varied role where you’ll help keep the site safe, compliant and running smoothly, with responsibility spanning health and safety, security and maintenance coordination.

What’s on offer?

* £36,000–£39,500 salary, depending on experience
* 33 days’ holiday
* Excellent contributory pension scheme
* Opportunities for progression and additional training

We’re looking for someone with a recognised Health & Safety qualification, ideally NEBOSH, who’s organised, practical and confident managing compliance, risk assessments and site safety.

Location: East Yorkshire
Hours: Full-time
Contract: Permanent

Interested, or know someone who might be a great fit? Find out more and apply here: https://one-to-one-recruitment.co.uk/safety-security-maintenance-coordinator/

Please share with anyone in your network who might be interested. You never know who could be looking for their next opportunity!

Can you teach a good work ethic, or should people just arrive with one? We often hear employers say they want people who...
15/10/2026

Can you teach a good work ethic, or should people just arrive with one?

We often hear employers say they want people who are reliable, motivated, willing to learn and happy to get stuck in. And of course, these are all qualities we look for when recruiting.

But what happens when someone is just starting out? How are they supposed to know what’s expected of them if nobody has shown them?

Everyone has to start somewhere, and we think businesses have an important role to play in helping young people and new starters develop the confidence, skills and habits they need to succeed at work.

In our latest blog, we explore how employers can set their new starters up for success, why clear expectations matter and how a little time and guidance can make a real difference.

Read our latest blog: https://one-to-one-recruitment.co.uk/can-you-teach-a-good-work-ethic-and-what-role-do-local-businesses-have-to-play/

What do you think? Can a good work ethic be taught?

I know it is only October but... are you going to need extra staff to get you through the festive season?Whether you’re ...
12/10/2026

I know it is only October but... are you going to need extra staff to get you through the festive season?

Whether you’re preparing for a busy Christmas period, covering annual leave or managing a one-off project, finding the right temporary staff can make all the difference.

Recently, a client came to One to One Recruitment needing 28 temporary staff for a project. After struggling to find anyone who could help, they got in touch with us, and we were delighted to deliver.

Here’s what Rob had to say about working with us:

“I was in need of 28 temporary staff and was struggling to find any one who could/would assist. Contacted One to One and they delivered. Not only did they fill the positions they had replacements on standby for any drop outs. Fully recommend. Thanks for your help and will use again in the future.”

Thank you, Rob, for trusting us with your project!

As we head towards the festive season, now is a great time to think about your temporary staffing needs. Getting organised early can help you avoid last-minute pressure and give you confidence that you have the people in place to keep everything running smoothly when business gets busy.

At One to One, we take the time to understand what you need and find a practical solution, whether that’s a few extra pairs of hands or a much larger team.

Planning ahead for Christmas? Let’s talk, please call us on 01904 769142 or drop us an email on [email protected].

ONE DAY’S WORK – NO EXPERIENCE NEEDED! BUS SURVEYORS NEEDED IN YORK – TUESDAY 6TH OCTOBERLooking for a one-day opportuni...
25/09/2026

ONE DAY’S WORK – NO EXPERIENCE NEEDED!
BUS SURVEYORS NEEDED IN YORK – TUESDAY 6TH OCTOBER

Looking for a one-day opportunity in York? We’re looking for reliable and friendly Bus Surveyors to help us collect important information about passenger journeys across the city.

Location: York – travelling across local bus routes
Date: Tuesday 6th October
Survey times (you must be available all day):
07:30–09:00
11:00–12:30
16:30–18:00
Pay: £12.81ph, paid for the full day (10.5 hrs pay approx. £133 for the day)
Experience: No previous experience needed – full instructions provided

The role involves travelling on local buses, recording passenger numbers and journey information and completing a simple survey. You’ll need to be observant, reliable and comfortable working independently while travelling around York.

It’s a great opportunity if you’re looking for some extra work, enjoy being out and about or simply fancy doing something a little different for the day.

Interested? Get in touch with the One to One Recruitment team on 01904 769142 or apply via the website: https://one-to-one-recruitment.co.uk/bus-surveyors-needed-across-york-6th-october/

It's something we hear regularly when someone resigns, and sometimes it is absolutely true. Salary matters, and business...
24/09/2026

It's something we hear regularly when someone resigns, and sometimes it is absolutely true. Salary matters, and businesses need to make sure their pay and benefits are competitive. But I think it's worth asking a slightly different question.

What made that person open to having the conversation with another employer in the first place?
If someone is genuinely happy, feels valued, has a good relationship with their manager, can see opportunities to develop and feels part of the business, they may still leave for more money. We can't pretend salary isn't a factor. But they are also more likely to consider the whole package rather than simply the number on the payslip.

Sometimes the additional money isn't the whole reason someone leaves. It's simply the opportunity that finally gives them a reason to make a move.

Perhaps they've felt overlooked. Maybe they've asked about progression and haven't had a clear answer. Perhaps they've stopped feeling challenged or don't feel their contribution is recognised. These things don't necessarily result in someone resigning immediately, but over time they can change how someone feels about their employer.

This is where those regular conversations become so valuable. If you're listening, recording what you're hearing and building that information into your ongoing relationship with each colleague, you're much more likely to spot those changes before they become a resignation.

Good leadership isn't about making sure nobody ever leaves. People move on for all sorts of reasons. It's about creating a workplace where good people have fewer reasons to want to leave.
So perhaps the next time someone resigns and we hear, “They've left for more money”, it's worth asking a little more about the story behind that decision.

Because retention doesn't start when someone hands in their notice. It's something you build every day.

If we can help with any aspect of your recruitment strategy, do give us a call on 01904 769142.

When was the last time you genuinely asked someone in your team how things were going?And, perhaps more importantly, whe...
22/09/2026

When was the last time you genuinely asked someone in your team how things were going?
And, perhaps more importantly, when was the last time you asked and really listened to the answer?

Regular communication is something most businesses know is important, but when everyone is busy, it's often the first thing to slip. Managers are dealing with deadlines, customers and targets, while employees can quietly get on with their jobs without much meaningful contact beyond the day-to-day.

The problem is that when someone eventually hands in their notice, their manager can genuinely be surprised. “I had no idea they were unhappy” is something we hear far too often. People will often give you clues before they decide to leave. They may tell you they're bored, that they're struggling, that they'd like more responsibility or that they don't know where their career is going. They may not say, “I'm thinking about leaving”, but they are giving you an opportunity to understand what is happening.

That's why regular conversations matter. Not just annual appraisals, but genuine conversations about how someone is getting on, what they're enjoying, what they find frustrating and what they'd like to do next. And recording those conversations is just as important as having them. Keeping a simple record of what matters to each colleague means you can build on previous conversations and make every interaction more meaningful. It helps you remember their goals, concerns, development plans and even the things that are important to them personally.

Of course, asking the questions is only half of it. If someone tells you something isn't working, you need to listen and, where you can, do something about it. Retention isn't created by one big initiative. It's built through lots of small conversations, consistently, over time.

And that brings us to the question we hear so often: “They've left for more money.” But was money really the reason?

It's surprisingly easy for businesses to put a huge amount of thought into recruiting someone and then assume that once ...
18/09/2026

It's surprisingly easy for businesses to put a huge amount of thought into recruiting someone and then assume that once they've accepted the offer, they'll simply settle in. In reality, those first few weeks can have a huge influence on how someone feels about their decision to join.

Starting a new job can be exciting, but it can also be daunting. You're learning a new role, meeting new people and trying to understand how everything works. That's why the experience someone has when they first join your business matters so much.

Good onboarding doesn't have to mean an elaborate programme. It can be as simple as making sure their equipment is ready, introducing them properly to the team, explaining what is expected of them and giving them someone they feel comfortable asking questions.

It's also about checking in. How are they finding things? Is there anything they aren't sure about? Is the role what they expected? Are they beginning to feel part of the team?

And don't let that information disappear after the conversation. Recording what you learn about your colleagues means every future interaction can be more informed and personal. If you know what someone is enjoying, what they're finding difficult and what they want to develop, you can build on that in future conversations rather than starting again each time.

The first impression doesn't end when the interview finishes. Your new employee is still deciding what they think of you long after they've accepted the job. Good onboarding is the beginning of the relationship, not the end of the recruitment process.

Next, we're looking at why regular communication can be one of the simplest ways to support retention.

When we talk about retention, the conversation often starts when someone hands in their notice. By then, it can be very ...
16/09/2026

When we talk about retention, the conversation often starts when someone hands in their notice. By then, it can be very difficult to change someone's mind. The reasons they are leaving may have been building for months, even if their resignation comes as a surprise.

At One to One, we think retention starts much earlier, and in many ways, it starts at the interview stage.

When you're recruiting, it's natural to want to sell the role. You want a good candidate to be excited about your business and choose you over another opportunity. But recruitment isn't about making a role sound better than it really is. Being honest about the challenges, expectations and realities of the job is just as important as talking about the opportunities.

A good interview should be a two-way conversation. You are assessing whether the candidate is right for your business, but they are also deciding whether your business is right for them. What motivates them? What are they looking for from their next employer? What does progression mean to them? And what would make them want to stay somewhere long term?

The best recruitment isn't about finding someone who will accept the job. It's about finding someone who genuinely wants the job and whose expectations match what you can offer. Because good retention starts with getting the right person into the right role for the right reasons.

Next, we're looking at what happens after the interview and why those first few weeks can make such a difference.

Address

Eco Business Centre, Amy Johnson Way, Clifton Moor Ind. Estate
York
YO304AG

Opening Hours

Monday 9am - 5:30pm
Tuesday 9am - 5:30pm
Wednesday 9am - 5:30pm
Thursday 9am - 5:30pm
Friday 9am - 5:30pm

Telephone

+441904769142

Website

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