Question: My department has a number of courses we need covered by adjuncts in the next academic year. We were given permission to hire one (and only one) salaried adjunct and to cover the rest of the courses with per-course adjuncts. Salaried adjuncts receive benefits and are better paid than per-course adjuncts.

We received excellent candidates for the salaried position, only one of whom we can hire. After we close the search, (how) can I approach rejected candidates about teaching individual courses at the lower rate? Some career adjuncts have told me it would be offensive to offer a lower-paying and lower-status position to someone who applied for a better one, and I do not wish to offend anyone. 

While the salaried position was publicly advertised, our institution does not advertise single courses. Furthermore, most of the candidates who applied for our salaried position were invited to by committee members or by our contacts, not because they were looking at ads.

**How can I get the best outcome for our students and for teachers who would be willing to teach individual courses?** I will continue to ask the administration for permission to hire a second salaried adjunct but do not expect to receive it. There is not much time to wait before starting our per-course search, as the current academic year is nearing its end (and our administration moves very slowly).

**Update**

Because each of the top two candidates seemed too good to reject, we proposed a second salaried position, which we made by cobbling together the remaining courses and one from a related program. To our surprise, the administration reversed its earlier decision to let us hire only one salaried adjunct, and we were able to make two salaried offers. While my question is moot, I will leave it up for future search chairs.

Answer: 
If it's not too late, bring this up in the interview: "If we don't offer you this position, would you be interested in these not-as-swell position?" I don't recall where, but I know I've been asked this question a number of times. Pre-emptive strike.
I think everyone is looking at this wrong. *The same* people may take a permanent job for different reasons that they may take a temporary position. Someone who applied for a permanent position might still be happy to take a part-time role to build their teaching portfolio, or get some money on the side, or just to hang around a college a few hours a week when not working at their real job. 

You probably wouldn't want to hire people who's prospects are so bad that they would settle for a life of adjuncting anyway. Unless they are nearing retirement and view it as a fun way to wind up their career or something like that. I'd prefer professions with careers and connections in the local industry, who bring a valuable complementary perspective to the department. 

Offer it to the local applicants as the part-time gig it is supposed to be. "sorry you were not selected blah blah blah. However, we do have a need for someone to teach X Y or Z for the coming term. Please notify us if you are interested.".