Customs concludes 2025 recruitment screening, says process improved

The Nigeria Customs Service (NCS) has concluded the final phase of its 2025 recruitment exercise, with the Service reporting improvements in the screening process following measures introduced to address challenges encountered during the earlier stage.

The two-week exercise, which began on Monday, 7 September 2026, ended on Saturday, 19 September 2026, with shortlisted candidates undergoing documentation, physical fitness assessments and medical screening at the Training and Doctrine Command (TRADOC), Gwagwalada, Abuja.

The exercise covered candidates shortlisted for the Assistant Superintendent of Customs II (ASCII), Inspectorate and Customs Assistant cadres.

The Service said the screening was conducted in batches to ensure an orderly process, minimise congestion and facilitate the efficient processing of candidates.

The Assistant Comptroller-General of Customs in charge of Human Resource Development, Frank Onyeka, said the Service had reviewed shortcomings identified during the earlier phase of the recruitment process and introduced measures to prevent a recurrence.

Onyeka said the adjustments were aimed at improving the experience of candidates while ensuring that the recruitment process remained orderly and transparent.

“We have put measures in place to reduce congestion and ensure a smoother process this week. The gaps identified last week have been addressed, and we do not expect them to recur this week,” he said.

He also stressed the importance of discipline and responsibility among candidates participating in the recruitment exercise.

A Deputy Comptroller of Customs and member of the coordinating team, Adamu Musa, said the measures introduced by the Service had significantly improved the screening process, with close to 3,000 candidates screened without any casualty.

Musa attributed the improvement partly to the introduction of personalised screening forms containing the records of individual candidates and information required at the various stages of the exercise.

He explained that the system was designed to reduce opportunities for manipulation of candidates’ records and eliminate some of the administrative difficulties associated with the previous screening process.

“Any candidate that has been shortlisted has a form designed especially for him, unlike in the past where you come, they issue you a form, and then some people along the way go and even change some of the records,” he said.

According to him, the personalised forms contain candidates’ names and other relevant details, as well as information required for sports, medical assessments, documentation and the checklist of items candidates are expected to present.

“These forms come with the candidates’ records, including their names and details for sports, medical, documentation, and the checklist of required items. So, once the candidate comes, you just verify what you already have from the system,” Musa said.

The Deputy Comptroller said the approach had helped the Service to streamline the different stages of the screening exercise and improve the verification of candidates.

The exercise forms part of the Service’s efforts to strengthen its manpower base as Customs continues to take on responsibilities relating to revenue collection, border protection, trade facilitation and national security.

Musa stressed the need for continuous manpower development, noting that the expanding responsibilities of the NCS required a workforce with the appropriate capacity and skills to meet changing operational demands.

He said the increasing expectations placed on the Service made it necessary to continually strengthen its human resources through effective recruitment, training and professional development.

Candidates were subjected to various assessment criteria during the screening, including age verification, physical fitness and drug screening.

Musa explained that candidates found to have tested positive for hard drugs, those above the stipulated age limit, and those with physical conditions considered capable of affecting their ability to perform their assigned duties could be disqualified, subject to the final decision of the Service’s management.

The screening process therefore provided an opportunity for the NCS to verify candidates’ eligibility beyond the initial shortlisting stage before final decisions are made on their recruitment.

The Service also used the exercise to caution candidates and members of the public against falling victim to fraudulent recruitment messages.

Musa advised applicants to rely only on information published through the official communication channels of the NCS, particularly its official website and verified social media platforms.

He warned that prospective applicants should be wary of individuals or platforms seeking to provide recruitment information outside the Service’s established channels.

The conclusion of the screening marks the latest stage in the NCS recruitment process, following the shortlisting of candidates for the three cadres.

The Service said the measures adopted during the final phase were designed not only to reduce congestion but also to strengthen verification, improve coordination and ensure that candidates were assessed against established recruitment requirements.

With nearly 3,000 candidates screened during the exercise without any reported casualty, the NCS said the changes introduced had contributed to a more efficient screening process as it works to strengthen its workforce and meet its growing operational responsibilities.