I agree with pretty much all of what's been said so far, especially the idea that you need to make your ad more enticing.
Going in a different direction, I would suggest that if you can't find a qualified Perl developer, you widen your range and find any qualified developer. Perl is so easy to pick up, especially since your new employee will have a team full of coworkers to learn from. At my company (a very-close-to-100% Perl shop) every developer (except our most recent hire) learned Perl on the job, and did so very quickly. All of us knew Java and/or C before starting, and easily made the transition.
The one exception at our company is our most recent hire, who we found on jobs.perl.org. The site worked out great for us. We did get a lot of throw-away responses (like people who wanted to telecommute cross-country, even though the ad explicitly said we didn't want that), but after weeding them out we were left with a few really good candidates to choose from. The guy we hired has turned out to be great, and because of him I can definitely understand your desire for Perl experience. But if you can find a quick learner with the right attitude and general programming knowledge, you'll be able to turn him/her into an knowledgeable Perl programmer in no time.
I just checked the
Big Monk Map and found that I'm in a very Perl-dense area (NJ), so maybe that's why we had a better jobs.perl.org experience. Maybe as a last resort you could send a rescue party out into the Pacific for Anomynous Monk or SpongeBob?
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