Maybe you have a job or two open. You're reluctant to pay more than you have to for a given position. I understand that employers want to get the biggest bang for their employment buck.
I once consulted for an organization who had deliberately hired from the “bottom of the barrel.” (That was their phrase.) And, oh my goodness, they got less than what they paid for.
Getting to a release was a nightmare. And, because many of these folks were on H-1B visas, the people were desperate to keep their jobs. They would agree, as in say yes, to anything, because it meant they could stay here legally and keep working.
When the mix of work changed from commodity (keep the system going), to innovation (the market is changing, quick we need to change what we do), the technical staff was ill-prepared to deal with the changes.
Now, you don't have to go outside the US to find not-highly-competent people. They exist here. We don't need to import them. But the point is, the management in this organization had deliberately hired people they thought would be easily cowed, would be virtual slaves, and could do the minimum work for minimum pay.
Do a job analysis first, and know: what kind of hiring are you doing? Highly paid people can be competent for you–and they can be incompetent for you. You need to look at the environment in which people work, look at the problem, to find people who can learn the problem space and the solution space, and who can get along with others.
Don't just look for the cheapest people. Look for the people who can do the work. Think about what you are hiring for, and pay for that expertise.