Interesting, and pragmatic, response, thanks.

I note that evidence that an applicant may be in more acute need of a salary, and therefore plausibly more motivated to ensure that he not give you reason to dismiss him, actually counts against him.

I can also imagine reasons people would be willing to work for less that don't necessarily mean "you're going to have problems" if you hire them.

- He is a retiree who doesn't need the money so much but wants to stay busy and feel responsible rather than sit around at home.

- He has a physical disability that does not affect his ability to work at your factory but puts him at a disadvantage elsewhere.

- He is a minority or an immigrant or a woman or was a woman and has difficulty finding work due to discrimination.

- He has a criminal record for drug offences.

Don't forget that, unless the two squatters are roommates, it's not very likely that both of them would fall apart at the same time. Even if you have to dismiss one due to performance, you are still getting the work you would have gotten from the $50,000 employee, now for half the price. That could offset some of the inconvenience and cost of turnover. There is risk that they will both be unreliable, but that risk exists with the $50,000 candidates as well.