By Julius Peter, Abuja
The Nigeria Customs Service (NCS) has concluded the final phase of its 2025 recruitment exercise, with the Service reporting significant improvements in the screening process for shortlisted candidates across various cadres.
The two-week exercise, which commenced on Monday, September 7, 2026, ended on Saturday, September 19, 2026, at the Training and Doctrine Command (TRADOC), Gwagwalada, Abuja.
The final phase of the exercise involved documentation, physical fitness assessments and medical screening for candidates shortlisted for appointment into the Assistant Superintendent of Customs II (ASCII), Inspectorate and Customs Assistant cadres.
The exercise was conducted in batches as part of measures adopted by the Service to ensure an orderly process, minimise congestion and improve the overall experience of candidates attending the screening.
Speaking on the outcome of the exercise, the Assistant Comptroller-General of Customs in charge of Human Resource Development, Frank Onyeka, said the Service had introduced measures to address challenges identified during the earlier phase of the recruitment process.
Onyeka said the interventions were designed to improve efficiency and ensure a smoother screening exercise, adding that the gaps observed during the previous phase had been addressed.
“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 need for discipline and responsibility among candidates throughout the recruitment process.
The NCS official explained that the orderly conduct of candidates and adherence to the established procedures were essential to ensuring that the screening exercise was completed efficiently and transparently.
Also speaking, the Deputy Comptroller of Customs and member of the coordinating team, Adamu Musa, said the exercise had recorded significant improvements, with close to 3,000 candidates screened without any casualty as of the time of his assessment.
According to him, one of the major innovations introduced to improve the process was the use of personalised screening forms containing candidates’ records across the different stages of assessment.
Musa said the system represented a departure from previous arrangements in which candidates were issued forms at the screening centre, creating room for possible alterations or discrepancies in records.
“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.
“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,” he explained.
The Deputy Comptroller said the new approach had helped to streamline the various stages of the screening process and enabled officials to verify candidates’ information more efficiently.
He further underscored the importance of continuous manpower development within the NCS, noting that the changing nature of the Service’s responsibilities required a workforce with the capacity to respond effectively to emerging demands.
According to him, the growing responsibilities of the Customs Service in national security, border protection and other statutory functions make continuous recruitment, training and personnel development necessary.
Musa explained that the recruitment screening was being conducted in accordance with criteria established by the Service and that candidates were required to satisfy prescribed conditions before they could proceed through the recruitment process.
He identified age, physical fitness and drug screening among the criteria being considered during the assessment.
He said candidates who tested positive for hard drugs, exceeded the stipulated age limit or were found to have physical conditions capable of affecting their ability to perform their duties could be disqualified, subject to the final decision of the management of the Service.
The Customs official urged candidates to comply fully with the requirements of the screening exercise and avoid relying on unofficial information or intermediaries in connection with their recruitment.
He also advised members of the public and prospective applicants to verify recruitment-related information through the official communication channels of the Nigeria Customs Service.
Musa specifically urged candidates to consult the Service’s official website and verified social media platforms for authentic information, warning against fraudulent messages and individuals who might seek to exploit applicants in the name of the recruitment exercise.
The conclusion of the screening marks a significant stage in the NCS recruitment process, following the earlier shortlisting and subsequent assessment of candidates seeking entry into the Service.
The recruitment exercise covers three broad categories — Assistant Superintendent of Customs II, Inspectorate and Customs Assistant — reflecting the different levels at which new personnel are expected to join the Service.
The NCS has continued to emphasise the importance of building a professional and capable workforce as it responds to its responsibilities in revenue collection, trade facilitation, border control and national security.
The improved screening arrangements, including batch scheduling and personalised candidate documentation, were aimed at ensuring that the final phase was conducted in an orderly manner while reducing congestion and improving the efficiency of verification.
With the completion of the physical, medical and documentation stages, candidates will now await further decisions and directives from the Service regarding the next steps in the recruitment process.
The NCS management is expected to determine the final outcome of the recruitment exercise based on the established criteria and results of the various stages of the screening process.
