“When it comes to hiring, what we’re looking for is people with good core skills – communication, customer service, relationship skills ­– that we find more of an indicator of success,” Falcon said. “Technical expertise is less important than the other skills. How do you teach someone to be an effective listener?”

“We have found most of our people from some sort of referral,” Anderson said. “It’s worked well for us because people have known each other and worked well with each other.”

Gonzalez agrees. “The No. 1 way we recruit is word of mouth,” Gonzalez said.

Centre Technologies recently underwent rebranding to position itself to hire qualified team members, Marketing Director Alex Beaton said. “One of our challenges is finding unique ways to develop the right materials to reach exactly who we want to reach in the recruiting process.”

Once talented team members are on board, solution providers are finding new ways to keep them.

Core plans “4 o’clock Friday,” an on-site beer event that encourages employees to socialize in a more-relaxed atmosphere. Job candidates also are invited so they can sample the company’s culture.

Anderson said the company is aggressive about keeping good people. “We always like to promote from within. We like to look for people who are looking for a long-term small-business atmosphere.”

Falcon also said he believes promotion from within is effective in retaining staff. “We definitely develop talent in house and give people as much responsibly as they’re comfortable taking.”

For Cumulus, a small solution provider with 11 employees, open discussion helps staff members feel included. “We openly solicit ideas when we’re having challenges with our business process,” Falcon said. “What we really do is try to provide a rewarding work environment.”

Falcon said that includes work-life balance. “Our employees understand if they have a unique personal situation, we’re flexible in covering them when there are problems and getting them help for their families.”

Freshwater also has found perks that work: “Food in the fridge, food in the cabinets, company credit cards for everyone and company cars so no one needs to log mileage.” Creating a fun and appreciative environment builds employee loyalty and an enviable place to work, he said.

His light touch allows team members the freedom to do their jobs. “As a CEO, I don’t micromanage. I step in when I need to step in,” Freshwater said.

At Centre Technologies, offsite activities such as a crawfish boil at CEO Chris Pace’s home and manicure/pedicure trips for female team members help encourage morale, Gonzalez said.

“They know we’re investing in them. And we push them to get better. We have a lot of loyal employees,” Gonzalez said.

“We push our employees to be their best selves,” Centre’s Beaton said. “It’s like a family. Despite the fact that we’re growing rapidly, we’ve tried to maintain that culture.”