勞工於求職過程中，經常面臨雇主要求其必須揭露個人資訊之情形。為使自己能更順利獲得錄取，勞工通常僅能放棄其個人資訊自主的權利而同意揭露。因此，在取得個人資訊技術快速發展的今日，如何在求職過程中兼顧勞工的隱私權以及雇主錄用合適員工的經濟利益，是值得我們正視的問題。 本文將先就雇主所要求勞工揭露個人資訊的類型與目的以及因為揭露個人資訊而可能發生的爭議等議題，加以分析。另外，本文將剖析隱私權的發展過程，並藉此進一步瞭解保障隱私權的目的。此外，亦透過國內外法制與司法實務的介紹，以理解平衡勞工與雇主二者之間權利發展之趨勢。最後本文將從介紹資訊移轉模式與反思法理論內涵，論述國家應如何落實建構程序性保障，使求職勞工於揭露個人資訊時，能夠平等地與雇主充分、實質地溝通其揭露個人資訊的目的、範圍與其他權利義務關係。 / Employers usually ask job candidates disclose their personal information before they receive offers of employment. Labor who confront the ask from employers often abandon personal information autonomy and accept to disclose just for increasing opportunity of being employed. Therefore, it is important to consider labor privacy rights and employer business benefit to employ somebody fit workplace in society that technologies of access information develop rapidly. The article begins with providing a comprehensive analysis of the different information that employers need during preemployment, researches why employers need personal information of candidates and what disputes are caused probably. The article analyzes development of Privacy Rights theory and purpose of protecting Privacy Rights. The article also analyzes the tendency toward balancing rights of labor and employers by introducing legal institutions and judicial practice in Taiwan and foreign country. Finally, the article recommends the government should establish the procedure to promote employers communicating with job candidates for purpose, scope and other rights and obligations of disclosing personal information by introducing information-shifting model and reflexive law theory.