In a faculty job search, when and how should I reveal my preferences? I am currently interviewing for tenure-track faculty positions at a number of top departments in my field.  Despite getting some very positive feedback about my interviews, I have not yet received any offers.  So far I have tried to avoid any "game playing," being very explicit with each department about where and when I am interviewing.  Likewise, in follow-up discussions with hosts, I have been careful not to state any strong preferences for one school or another, mentioning that I still have additional places to visit (seems only fair!).  I am starting to wonder, however, whether this approach was a mistake, especially given that others in my field are already receiving offers.

The question is, how should I proceed from here?  Part of the issue is that I do not fully understand how and when offers are made, which leads to several questions:

Question 1: How often are offers made before the end of the interview period (i.e., before all candidates have been interviewed)?

I know it happens, of course, but how frequently?  (E.g., as a percentage of all offers made by the department over a 10-year period.)  A related question is

Question 2: If a candidate expresses that a school is her top choice, does it make any difference to the hiring committee?

In fact, can expressing this kind of preference actually hurt a candidate's chances?  E.g., perhaps it makes this candidate look like a "sure thing," which frees the department to first make an offer to another, "higher-risk" candidate.  In general, when is a good time to express such a preference?  Finally,

Question 3: To what extent do different departments talk to each-other?

For instance, is there any mechanism in place to prevent candidates from "falling through the cracks?"  E.g., one can easily imagine a situation in which lower-ranked schools don't make a candidate an offer because they expect she will get an offer from a higher-ranked school; subsequently, the higher-ranked schools make her no offer and she is left without a job.  Likewise, if I express a preference for school X before visiting school Y, do I risk pissing off my hosts at Y?

Question 4: Do I just need to relax?

I am almost tempted to write an email CC'ing all the department chairs, providing a complete ordering of my preferences... they can duke it out from there.  (Or simply tell me that none of them want to hire me!)  In general, the whole game-theoretic aspect of this thing makes me a bit queasy.  Wish some brilliant economist would design a mechanism that is fair for both departments and candidates alike.  Right now, it definitely feels like a buyer's market.
I've served several years on the faculty recruiting committee for my (US, top 10) computer science department, including three years as the chair.  Protocols vary significantly between different departments, different searches, and especially different fields, so take my experience as a sample, not as a definitive answer.

Faculty hiring is best thought of as a complex multi-player game of three-dimensional chess, using invisible pieces that occasionally explode, where nobody knows who the other players are or what rules they play by, and nobody wants to reveal too much information.


  Question 1: How often are offers made before the end of the interview period (i.e., before all candidates have been interviewed)?


It happens, but normally only when one of the early candidates emerges as an overwhelming favorite, and that candidate has another offer with an inflexible (or already extended) deadline.  But nobody wants to be forced into this situation.  It's really bad form to interview someone for a position that doesn't exist.

Some universities allow limited gambling with slots.  A department might offer a position to candidate A, and then later make a second offer to candidate B for the same slot, under the assumption that at least one of them is likely to say no.  If A and B both say yes, then both A and B get jobs.  (I've seen this strategy go very "badly", with four low-probability offers made on the same slot, all of which were accepted.  Gambling was outlawed for the next n years.)


  Question 2: If a candidate expresses that a school is her top choice, does it make any difference to the hiring committee?


Especially at universities that (a) forbid gambling and (b) do not let departments roll unused slots from one year to the next, departments do balance the desirability of various candidates against the estimated probability that they will accept an offer, to minimize the risk of not hiring anyone at all.  (This scenario also tends to generate offers with very short and inflexible fuses, sometimes while interviews are still ongoing.)  

But just telling us that we are your first choice probably won't help much.  We want to believe you, and we appreciate your effort in making that overture, but we don't really believe you, because lots of candidates have said that and then left us at the altar.  And even if it's true, you really don't want the rumor that that you prefer us to reach someone else.  Best to keep mum until you have actual offers.

On the other hand, evidence that we are your first choice is taken very seriously.   For example, if you receive an offer from somewhere else, especially from another top department, telling us in time to make a good-faith counter-offer is certainly better than not telling us until it's too late. 


  In fact, can expressing this kind of preference actually hurt a candidate's chances?


No.


  Question 3: To what extent do different departments talk to each-other?


Not at all.  Different departments are competitors; sharing information is counterproductive.

We do, however, gather as much back-channel information as we can, for example by scouring our competitors' web pages to see who they are interviewing and when.   Sometimes I do hear rumors of the form "So-and-so is about to get an offer from X", but those rumors almost always trace back to the candidates themselves.


  one can easily imagine a situation in which lower-ranked schools don't make a candidate an offer because they expect she will get an offer from a higher-ranked school


Unfortunately, yes, this does happen, although I suspect more often at the interview stage than the offer stage.  See "minimize the risk of not hiring anyone at all".  Nothing you can do about it.  Let it go.


  Question 4: Do I just need to relax?


Yes, always.  I recommend building up an immunity to iocaine powder.