Consider a Philosophy department that is hiring a new senior colleague. They have two or three outstanding candidates in mind, each of whom they would be unreservedly delighted to welcome into their community. But they can only hire one. They make a hard choice and send out an offer; but it is declined. So they make another hard choice and send an offer to another of their preferred candidates.
Consider now the candidate who gets such an offer from a department they respect, couched in terms of how happy the department would be to have them join. Is there any reason why the department should feel in any way embarrassed about making the offer, or why the candidate should feel slighted in receiving it?
There might be — if the first-choice candidate already chose to publicize the rejected offer, and a professional news blog chose to carry the story. Trumpeting senior offers that are rejected is a way of very publicly revealing subsequent appointments as having been second-or-later choice candidates, with optics unlikely to reflect the completeness of the welcome that a department is offering their eventual appointment. This risks tarnishing a relationship between new colleagues; it interferes in a professional relationship that is (starting the moment the first candidate decides to reject the offer) none of the first candidate’s business; and these, I think, are sufficiently uncollegial outcomes to be worth carefully avoiding unless some unusually strong professional interest is served by making the announcement.
What about job offers, then, rather than offers rejected? Is publicizing offers that have been made, but are still undecided, less professionally corrosive than publicizing those that have already been declined? I have my doubts. Either an open offer will be accepted or it will be rejected. If it is rejected, the effects of having publicized it are virtually indistinguishable from those of publicizing offers already rejected. But supposing the offer is accepted, what will have been the benefit of publicizing the offer before the matter was settled? Prudential concerns might arise here — could the costs of a publicly-known declined offer encourage a university to sweeten the deal during negotiations? But even if this made some sense from the candidate’s negotiating perspective (it strikes me as ultimately self-defeating), that would not elevate it to the level of professional news. Gossip, perhaps; but not news.
Somebody’s actually moving to a new appointment might well be professional news — though it’s worth questioning the presuppositions of newsworthiness that attend such a story. The perceived newsworthiness of a professor’s relocation is just the sort of judgement one would expect to find laden with attitudes and biases about gender, race, and sub-disciplinary fields, and irrelevant halo effects arising from academic pedigree and connections. But even if actual moves were newsworthy, prospective ones would be a very different thing. In general a position is offered in confidence, and until it is formally accepted, it might yet be offered to another candidate. While there may be special circumstances and reasonable exceptions, in general information about job offers is best not treated as professional news.
Why my focus on senior job offers, then? I think that the considerations raised here (being careful with information about hiring processes, out of respect for the relationship between departments and their new colleagues) do apply to junior academic job offers as well, though the typical scale and slightly frenzied nature of hiring into junior untenured positions might make it harder to make confidentiality stick. But ultimately the reason to mention senior hires is because those are the offers that have been treated as newsworthy in the philosophical blogosphere.
A word about comments: This post is about practices, not specific cases. Please do keep comments similarly focused.