So, you can\u2019t wow talented IT recruits with a\n fancy corporate campus, never mind a fancy salary? Neither can\n the other mid-market CIOs\u2014but you must make the most of\n what you\u2019ve got. Since you can\u2019t count exclusively\n on local talent, prepare to treat folks from across the country\n well, says Suzanne Fairlie, president of Prosearch, an IT\n staffing firm based in Philadelphia, who has helped place\n candidates at mid-market companies. Here are five tips from\n recruiters and mid-market CIOs who\u2019ve won at this\n game.1. Work the phone. Do at least one, maybe\n two, in-depth phone interviews before you fly a candidate to\n your location. This way, you won\u2019t waste your time or\n theirs. \u201cDon\u2019t just do one short interview; you\n need to give them time to get to know you,\u201d Fairlie\n says.2. Roll out as warm a welcome as possible.\n \u201cYou don\u2019t need to have a limo waiting for them at\n the airport,\u201d Fairlie says. \u201cBut you need to make\n sure you arrange transportation and lodging. Make sure a person\n meets them at the airport. I\u2019ve heard of [recruits]\n getting stuck and wheeling their suitcases down the\n street.\u201d3. Enlist your staff as recruiters. During\n the visit, have your staff sell the job too. If a candidate is\n middle-aged, talking to him about good healthcare benefits, the\n school system and a low crime rate will likely resonate, since\n taking care of the family may be a top concern. But CIOs say\n that fresh-out-of-college kids might relate better to their\n peers who recently took jobs at your organization.\n \u201cWe\u2019ve had new hires recruit their friends,\u201d\n says Denise Stephens, CIO of the Washington Savannah River Co.,\n who gathers recruits from schools like Clemson and the\n University of South Carolina.4. Emphasize upsides. For example, tout the\n ability to work from home, if available. Allowing an employee\n to put in some occasional time at home might just be an added\n perk, says Fairlie, and serve as a stark contrast to a big firm\n where only the big shots can utilize such an advantage. At\n Oklahoma-based Amcat, a call center software maker, CTO Jim\n Texter will tell recruits that he has even gone so far as to\n let some employees work remotely permanently when, say, that\n employee\u2019s spouse wants to relocate. \u201cIf that\n person is the right candidate, we try to allow them to go work\n in other areas and still work for us,\u201d he says.5. Keep it real. While it\u2019s tempting\n to tell recruits that you\u2019re working with the same\n technologies as the big guys, don\u2019t embellish your\n company\u2019s r\u00e9sum\u00e9. \u201cYou can\u2019t\n say what you\u2019re not,\u201d Fairlie says. If you\n don\u2019t have the cutting-edge technologies, put your best\n foot forward but be honest, she advises.