INTRODUCTION Developing economies have been stressing on the advancement of technology. It has changed the process of recruitment in the industry (Felgenhauer et al., 2017). It has resulted into e-recruitment (Stone & Dulebohn, 2013). E-recruitment is concerned with the use of internet to provide the pool of best suitable candidates for the organizations. In this regard, mobile applications are considered as the one of the undeniable technologies as far as its benefts are concerned, such as in context to increase learning ability using mobile apps (Pindeh et al., 2016), get more health benefts (Yoganathan & Kajanan, 2014), and use mobile applications for sale and purchase (East et al., 2015). This online e-recruitment platform has provided an opportunity not only for organizations, but also for job seekers to search the jobs according to their best match. Mobile job search apps are more powerful tools that are easily available to the job seekers. Anonson et al. (2008) posited that it is a critical need for attracting young graduates to start their career in business. In this context, mobile job search applications have been found as the emerging technique to invite and increase job application efforts. As a result, mobile applications have got huge popularity because of their abundant benefts to the consumers. Previous research studied was related to mobile apps such as mobile services, 3G mobile value-added services (Shafnah et al., 2013; Kuo & Neng Yen, 2009), mobile shopping (Miladinovic et al., 2016), mobile payment & banking (Kim, Mirusmonov & Lee, 2010; Baptista & Oliveira, 2015). Though the focus on understanding the acceptance of latest technology is increasing but no study has examined the determinants of adopting m-job search apps. According to Wanberg (2012), job search behavior is found common among job seekers’ life and recognized as the important part of their life. Play store provides many job search apps based on the number of downloads. It has been observed that university students are more keen and fast users of latest technology (Sohn & Kim, 2008). As a result, 94% users use their smart phones to search the job (Smith, 2015). Thus, the aim of this study is to understand the adoption of job search apps among post graduates students in the central universities of Jammu and Himachal Pradesh (India). Hence, there is a need to choose an appropriate model that will determine and enhance or user’s adoption behavior in this context. ADOPTION OF E-RECRUITMENT MOBILE APPS: A STUDY BASED ON UTAUT2 FRAMEWORK Neeraj Dhiman*, Neelika Arora** * Research Scholar, Department of HRM, Central University Jammu, Jammu & Kashmir, India. Email: neerdhiman54321@gmail.com ** Assistant Professor, Department of HRM, Central University Jammu, Jammu & Kashmir, India. Email: a_neelika@yahoo.com Abstract The growing role of technology has changed the prototype of E-recruitment process and transformed E-recruitment industry. Despite the popularity of technology and e-recruitment, there is a limited understanding of m-job search apps adoption in literature. To understand the adoption, a real version of extended unifed theory of acceptance and use of technology was used. The data were collected from the students who were studying professionals’ courses at the Central Universities of Jammu and the Central University of Himachal Pradesh. The fndings of the present study have numerous theoretical and practical implications. The contribution of this study will really help app developers to keep in mind various relevant things while developing apps. Keywords: Smartphone - Job Search Apps, UTAUT2 and E-Recruitment, Mobile Apps Journal of Organisation & Human Behaviour 7 (2 & 3) 2018, 55-63 http://publishingindia.com/johb/