At Dunhill Staffing Systems in Charleston, SC, we’ve filled jobs ranging from engineers, accountants, aircraft assembly mechanics, and sales reps to office administrators. Instead of niching down to just one vertical, we’ve built a recruiting and interviewing process that adapts quickly, reliably, and repeatedly—no matter what kind of role your company needs.
A Flexible Process That Starts with Discovery
The first step is always listening. Before we begin sourcing for any role—whether it’s an engineering lead, an accountant, or a temp-to-perm administrative support person—we conduct a detailed discovery session with your hiring manager. That helps us understand technical qualifications, but also the culture, reporting structure, mentorship opportunities, and success metrics.
For example, our Recruitment Process Outsourcing page shows how we partner with clients to define roles and align expectations up front. Even for short-term or entry-level roles, getting this stage right ensures better fits, fewer turnovers, and more satisfaction on both sides.
Sourcing Strategy That Scales to Role Complexity
Every position is different. Engineers often need specialized tools, certifications, or hands-on experience. Accountants may require finance degrees, CPA licensing, or specific software know-how. Aircraft mechanics need FAA compliance, precision, and safety mindset. Office admin and sales roles prioritize communication, reliability, and adaptability.
Because of this, Dunhill uses a portfolio of sourcing channels: job boards, industry-specific groups, passive candidate networks, community colleges, trade schools, and referrals. Our ability to pivot sources based on the kind of role means fewer dead ends. We also leverage our internal talent pools for temp roles—and assess whether candidates are good fits for long-term or perm roles.
Interviewing & Evaluation Built for Diversity in Roles
Interviewing isn’t one-size-fits-all. What works for interviewing a mechanical engineer won’t be exactly the same as interviewing a sales rep or a senior accountant. So Dunhill has multiple interview templates and evaluation rubrics:
- Technical assessments or work samples when needed, especially in engineering, aircraft assembly, or finance roles.
- Behavioral interviews for soft skills and cultural fit—communication, problem solving, adaptability.
- Panel interviews in roles where multiple stakeholders weigh in (e.g. sales + operations + finance).
- Rapid feedback cycles so the candidate’s momentum continues—especially important in competitive markets.
Direct Placement, Temp, and Hybrid Options
One of the strengths of Dunhill’s process is having options: some roles are best filled via direct placement, others via temp staffing, and still others via hybrid or temp-to-perm paths. We help you evaluate which model suits each role based on urgency, budget, long-term need and risk.
Our document on How Direct Placement Can Streamline Your Hiring Process outlines the benefits of direct placement. Meanwhile, our RPO documentation shows how temp and project-based staffing combine with direct hire to offer flexibility. (See our RPO page here.)
Quality Control & Candidate Experience
Across all types of hires, we maintain consistency through:
- Pre-screening for essential skills, attitude, and alignment with client expectations.
- Transparent communication with candidates about what to expect—timeline, training, performance metrics.
- Feedback loops with clients—adjusting recruiting culture, source, or criteria if needed. This is especially useful when filling many roles quickly or across different disciplines.
Why This Process Works for Differing Positions
Because we’re deliberate about adapting each stage—discovery, sourcing, interviewing, type of employment—we can move swiftly for high-skill roles, stay consistent for broad temp assignments, and preserve quality whether the role is technical or administrative. Companies benefit from a partner that understands the nuances between hiring a precision aircraft mechanic vs. hiring office support staff, without needing separate recruiters for each.
