“We need someone urgently” is often the start of a staffing conversation. But the next questions matter just as much: someone to do what, at which location, on what schedule, and with which skills?
The Jega Outsourcing Network website helps employers turn a staffing need into a clearer recruitment request. This guide explains how to use the employer tools, what information to prepare and what happens after you submit—not just how to fill a form.
Guide checked: 2 September 2026. Service scope, fees and timelines must be confirmed directly with Jega before engagement.
Choose the right starting point
- You need staff: select Hire Staff or Request staff.
- You want to promote a vacancy, business or relevant service: use Advertise.
- You want to understand the candidate experience: explore Jobs and Register CV.
- You want practical hiring and workplace guidance: visit The Jega Journal.
- You want to read or share a genuine experience: open Stories.
These routes serve different purposes. An advertising enquiry is not a completed recruitment instruction, and neither form automatically publishes an advert or takes payment. Direct links are provided at the end of this guide.
1. Prepare the brief before requesting staff
A useful recruitment brief helps candidates understand the opportunity and helps Jega assess suitability. Before opening the form, agree the following internally.
The role and the workplace
Use a recognisable job title and describe the business. Give the actual workplace location, not only “Lagos”. If duties involve travel, multiple branches or field work, explain that too.
List the main responsibilities in plain language. “Support operations” is vague; “receive deliveries, update stock records and reconcile weekly counts” tells a candidate what the job involves.
Pay, hours and practical conditions
State the salary range, working days, start and closing times, days off and number of staff needed. Separate basic pay from commission, performance bonuses or transport support.
Be precise about accommodation and benefits. Explain whether accommodation is available, who can use it and any relevant conditions. Do not describe a future or conditional benefit as immediately guaranteed.
Skills that genuinely matter
Separate essential qualifications and skills from things a reliable person can learn. For example, a role requiring daily spreadsheet reconciliation should explain that practical Excel knowledge matters.
Use fair, job-related criteria. Avoid adding personal restrictions that have no clear connection to the duties. Clear expectations attract better-informed applications and reduce misunderstandings after resumption.
2. Complete the staffing request form
On the employer page, enter your business name, contact person's name, phone number and email address. Then provide the position, location, salary range, number of staff, schedule, qualifications and responsibilities.
The form also allows information about HMO, accommodation, pension, additional benefits and other requirements or recruitment timelines. Complete relevant fields accurately rather than relying on a short “call me” message.
Read the contact consent and select “Send staffing request”. Wait for the submission response. Keep a copy of your brief and any confirmation so you can refer to it during follow-up.
If the page reports that the request was not saved, contact Jega rather than assuming recruitment has started. The official support routes are WhatsApp 0705 815 3725 and jega.outsourcingagency@gmail.com .
3. Understand what happens after submission
The website describes a recruitment process in which Jega reviews your staffing needs, identifies suitable candidates and discusses shortlisting or introductions under agreed terms and candidate consent.
A form submission starts an enquiry. It is not an automatic promise of staff on a particular date. Confirm the following directly with the team:
- Whether the brief is complete and accepted.
- The agreed sourcing and screening scope.
- Service fees and payment terms.
- A realistic recruitment timeline and update arrangements.
- How interviews and candidate introductions will be handled.
- What any replacement or follow-up arrangement covers, if offered.
The public website does not provide an employer CV-download directory or a self-service employer hiring dashboard. Candidate information is handled through the recruitment process, not released as an open list for unrestricted use.
4. Use a clear hiring brief: a practical example
The following is an illustrative template, not a live vacancy or Jega fee quotation.
- Business: [Business name and industry]
- Role and headcount: [Job title] — [number] opening(s)
- Location: [Street/area, city; travel or branch requirements]
- Pay: [Basic monthly salary] plus [clearly defined additional benefits]
- Schedule: [Working days], [start–closing time], [days off]
- Key duties: [Three to five specific tasks]
- Essential skills: [Skills and qualifications needed from the first day]
- Training provided: [What the employer will teach]
- Interview and start plan: [Availability and intended start date]
- Decision contact: [Name, business phone and email]
A brief like this makes it easier to resolve questions before candidates spend time travelling to interviews. If your requirements change, tell Jega promptly so candidates receive consistent information.
5. Explore advertising without confusing it with recruitment
The Advertise page accepts enquiries for featured vacancies, employer spotlights, website placements, social distribution, sponsored insights and recruitment campaigns.
The form asks for your business details, preferred promotion, target location, start date, duration, budget, audience, objectives and whether you already have creative material or need Jega to create it.
For a location-specific job, state the actual area and realistic nearby communities. For an employer-brand campaign, explain what you want people to understand about your business. A clear objective is more useful than simply asking for “more engagement”.
These are requests for review and quotation. Submitting does not automatically book space, publish content or authorise an ad spend. Scope, price, timing and creative approval must be agreed directly.
Sponsored content should be identifiable as sponsored. Paid visibility does not buy an editorial endorsement or guarantee a fixed number of applicants, followers, sales or hires.
6. Review the journey your candidates will use
Understanding the applicant side can improve your hiring decisions. Candidates can filter vacancies by location, job type, salary and industry, then read a role and use a three-step application form.
They can submit a CV for an advertised vacancy, register for future consideration, and track an application using their reference and application email. My Jega lets candidates save preferences and references in their own browser; it is not a public profile for employers to search.
At the time of this guide, the alerts page saved preferences but stated that automatic messaging would begin when verified providers were connected. Do not assume every potential candidate automatically receives a notification when a vacancy is added.
You can keep the website on your phone using the installation guidance shown on supported pages. On Android, use the offered installation option; on iPhone, Safari's Share menu offers Add to Home Screen. This provides convenient access, while live forms and updated vacancies still need internet access.
7. Protect candidate information and improve interview quality
When candidate information is shared for recruitment, restrict it to the people involved in the hiring decision. Avoid forwarding CVs to public groups or collecting details unrelated to the role.
Prepare a consistent set of practical questions and assess candidates against the responsibilities in your brief. Explain pay, hours, supervision and expectations before an offer is accepted. Give timely feedback to Jega so applicants are not left waiting unnecessarily.
A good interview is not only an employer assessment. It also gives the candidate enough information to decide whether the work is suitable.
8. Use the Journal and Stories to support better workplaces
The Jega Journal includes employer guidance alongside career, CV, interview and workplace content. Use its search and topic categories to find articles on retention, communication and expectations—not only recruitment announcements.
The Stories page offers access to Jega's TikTok content and official Instagram and Facebook pages. These give visitors alternative places to explore videos. Experiences shared by others are not guarantees of a particular outcome for your business.
If Jega has supported your recruitment, you can submit a genuine experience for review. The story form includes permission checks and separates private contact details from the name you want published. Do not include an employee's private information without appropriate permission.
Hiring does not end on resumption day
Once a candidate joins, introduce the team, explain reporting lines, provide the tools needed and agree what successful work looks like. Check in early rather than waiting for a problem to become a resignation.
If several people leave the same position, review workload, pay, hours, support and management communication before asking for another replacement. Better retention depends on the workplace as well as the recruitment process.
Ready to begin? Submit a staffing request with a complete, realistic brief. If your goal is visibility, send an advertising enquiry and discuss the appropriate approach with Jega.
Your quick-access website directory
- Request staff: https://jegaoutsourcingnetwork.com.ng/employers.html
- Advertising enquiries: https://jegaoutsourcingnetwork.com.ng/advertise.html
- Explore the