When it comes to IT recruiting, targeting professionals\n already working in IT is a no-brainer. But most IT leaders with\n their \u201csame industry, same job\u201d blinders on\n don\u2019t realize how vast the audience of IT talent actually\n is. Forrester\u2019s IT Staffing and Careers analyst Samuel\n Bright shares four tips for expanding your known universe of\n experienced IT workers and improving your recruiting effort\n exponentially. \n\n More on Recruiting\n \n Four Tips for Attracting the Shadow Market of IT Recruits in the Business\n \n Four Tips for Recruiting More Top IT Professionals\n \n Four Tips for Attracting Millennials (and Beyond)\n \n How To Recruit in a Hot Market\n \u2022 Take advantage of your vendors. You\u2019re already\n working with tons of talented people you might be able to hire\n on full-time, if only you had incorporated right-to-hire\n language into your third-party contracts. It may be time to\n reconsider the \u201cno poaching\u201d stance.\u2022 Get cozier with HR. IT recruiting is only as\n effective as HR\u2019s understanding of IT\u2019s needs.\n Communicate expectations, establish recruiting metrics and\n track results just as you would with a third-party recruiter.\n (Yes, you should be doing this with third-party recruiters,\n too.)\u2022 Think like a talent scout. The top quartile of\n talent is probably part of the passive\n majority\u2014they\u2019re not looking for new gigs. Take\n advantage of your own professional networks (CIO groups, alumni\n chapters and so on) to locate these hidden gems.\u2022 If you love an IT employee, set him free. Uh, yeah,\n those networking opportunities are a two-way street.\n Professional peers and alumni buddies aren\u2019t just going\n to send you their best people for nothing. Smart CIOs help\n their employees look for advancement elsewhere, when it\u2019s\n not available internally. And the good karma follows.