About

The National Agricultural Land Development Authority is a Nigerian government organization. Its main job is to improve farming and land use across the country. It helps farmers by offering better land, tools, and resources to make farming more productive and support agriculture growth.

The organization works on various projects to improve land use. It builds new farms and upgrades existing ones. It also provides training and support to farmers, teaching them new methods and techniques. This helps to increase the quality and quantity of crops grown in Nigeria.

A key goal is to ensure there is enough food for everyone. By enhancing farming practices and land use, the organization aims to boost food production, which is essential for feeding the growing population and ensuring food security.

The agency plays a vital role in developing agriculture in Nigeria. Its work focuses on assisting farmers, improving land use, and increasing food production to support the nation’s growth and well-being.

Shortlisting Process

• Application Review:
  • Applications are collected and reviewed for completeness.
  • Documents such as resumes, cover letters, and required certificates are checked.
• Eligibility Screening:
  • Applications are screened to ensure candidates meet the minimum qualifications and requirements specified in the job description.
  • This includes checking educational qualifications, work experience, and any other specific criteria.
• Initial Screening:
  • A preliminary assessment is conducted to shortlist candidates who meet the basic requirements.
  • Candidates who do not meet the essential criteria are eliminated from consideration.
• Assessment of Experience and Skills:
  • Shortlisted candidates are evaluated based on their relevant work experience and skills.
  • This may involve reviewing past job roles, achievements, and how their experience aligns with the job requirements.
• Preliminary Interviews:
  • Shortlisted candidates may be contacted for preliminary interviews.
  • These interviews can be conducted via phone or video call to assess their communication skills and general fit for the role.
• Technical or Skills Test:
  • Candidates might be required to complete a technical or skills test relevant to the position.
  • This test assesses specific competencies needed for the job.
• Detailed Review:
  • The most promising candidates are reviewed in detail.
  • This includes a deeper assessment of their qualifications, skills, and experience.
• Reference Checks:
  • References provided by the candidates are contacted to verify their background and previous job performance.
  • Feedback from references is considered in the final decision.
• Final Interviews:
  • Shortlisted candidates are invited for final interviews.
  • These interviews are typically more in-depth and may involve multiple panel members.
• Selection Decision:
  • After the final interviews, the selection panel meets to discuss and decide on the best candidates for the position.
  • The final decision is based on the overall assessment of qualifications, experience, skills, and interview performance.
• Offer of Employment:
  • Successful candidates receive an offer of employment.
  • The offer includes details about the position, salary, and other terms of employment.
• Onboarding Preparation:
  • This includes arranging necessary documentation, orientation, and training.
  • Once candidates accept the offer, preparations for onboarding are made.

How To Download The List

• Visit the Official Website: Open your web browser and go to the official website of the National Agricultural Land Development Authority.
• Navigate to the Careers Section: Look for a section labeled “Careers,” “Jobs,” or “Recruitment” on the website. Click on this section to find information related to job applications and shortlists.
• Find the Shortlist Notification: Search for announcements or notifications about the shortlist. There may be a specific link or section for the current recruitment process.
• Access the Shortlist Document: Click on the link provided for the shortlist. This may be labeled as “Shortlisted Candidates,” “Selection List,” or something similar.
• Download the Document: The shortlist is usually available in PDF or Word document format. Click on the download button or link to save the file to your computer or device.
• Open and Review the Shortlist: Locate the downloaded file on your device. Open the file using a PDF reader or Word processor to review the shortlist of candidates.
• Follow Further Instructions: Make sure to read any additional details or requirements outlined in the shortlist notification. The document may include instructions for the next steps in the recruitment process.

Requirement Documents For Screening

• Application Submission
  • Application Form: Completed application form as specified in the job advertisement.
  • Cover Letter: A brief letter outlining your interest in the position and why you are a suitable candidate.
  • Resume/Curriculum Vitae (CV): Detailed resume including personal details, educational background, work experience, skills, and qualifications.
  • Passport-Sized Photograph: Recent photograph as per the specifications mentioned in the job notice.
  • Educational Certificates: Copies of academic certificates such as diplomas, degrees, and any other relevant educational qualifications.
• Eligibility Screening
  • Proof of Qualifications: Certified copies of educational and professional qualifications.
  • Identification Proof: Government-issued ID such as a national passport, driver’s license, or national ID card.
  • Experience Certificates: Documents proving your previous work experience, including appointment letters, service certificates, or reference letters from previous employers.
• Initial Screening
  • Application Form Confirmation: Verification that all fields in the application form are correctly filled.
  • Supportive Documents: Any additional documents that support the eligibility criteria, such as special certifications or licenses.
• Assessment of Experience and Skills
  • Detailed Work Experience: A comprehensive account of your work history, including job roles, responsibilities, and achievements.
  • Skills Certifications: Certificates or proof of any special skills or training relevant to the job.
• Preliminary Interviews
  • Interview Invitation: A copy of the interview invitation email or letter.
  • Prepared Documents: Any documents requested by the interviewers, such as a portfolio or work samples.
  • Identification Proof: Government-issued ID for verification during the interview.
• Technical or Skills Test
  • Test Instructions: Any guidelines or instructions provided for the technical or skills test.
  • Supporting Materials: Documents or resources needed for the test, if applicable.
• Detailed Review
  • Updated Resume/CV: Any updates or additional information to your resume/CV as requested during the review process.
  • Detailed Experience Reports: More detailed documentation of your past work experience, if required.
• Reference Checks
  • Reference Contacts: Contact details of professional references.
  • Reference Letters: Letters from referees, if required, verifying your previous employment and performance.
• Final Interviews
  • Interview Invitation: A copy of the final interview invitation.
  • Documents for Review: Any additional documents required for the final interview, such as project reports or detailed work samples.
• Selection Decision
  • Offer Acceptance Letter: Formal acceptance of the job offer, if applicable.
  • Background Verification Documents: Any additional documents required for background checks or verification processes.
• Onboarding Preparation
  • Proof of Identity: Government-issued ID for verification during the onboarding process.
  • Educational and Experience Documents: Original copies of educational and experience certificates for final verification.

Screening Process

• Review of Shortlisted Candidates
  • Document Verification: Check the authenticity of the documents submitted by shortlisted candidates, such as educational certificates, work experience, and identification proof.
  • Qualifications Match: Ensure that the qualifications and experience listed match the job requirements and criteria.
• Preliminary Interviews
  • Schedule Interviews: Contact shortlisted candidates to schedule preliminary interviews.
  • Conduct Interviews: Hold preliminary interviews to assess candidates’ communication skills, motivation, and general fit for the role. These interviews are typically brief and may be conducted via phone or video call.
  • Interview Documentation: Document the responses and impressions from the preliminary interviews for further review.
• Technical or Skills Assessment
  • Design Assessment: Prepare or provide any technical or skills tests that are relevant to the job.
  • Administer Assessment: Have candidates complete the assessment within a specified timeframe.
  • Evaluate Results: Review and score the assessment results to gauge candidates’ technical abilities and problem-solving skills.
• Detailed Evaluation
  • In-Depth Review: Analyze candidates’ resumes, interview notes, and assessment results.
  • Comparison: Compare shortlisted candidates based on their qualifications, test results, and interview performance.
  • Consult with Panel: Discuss findings with the recruitment panel or team to decide which candidates move to the next stage.
• Reference Checks
  • Contact References: Reach out to the references provided by candidates to verify their previous employment and performance.
  • Gather Feedback: Obtain and review feedback from references to assess candidates’ reliability, work ethic, and past job performance.
• Final Interviews
  • Schedule Final Interviews: Arrange in-person or video interviews with the final shortlist of candidates.
  • Conduct Interviews: Hold in-depth interviews with the final candidates, often involving a panel of interviewers.
  • Assess Fit: Evaluate candidates’ fit for the role based on their responses, skills, and how well they align with the organization’s values and needs.
• Decision Making
  • Panel Discussion: Convene the recruitment panel to discuss and evaluate the final candidates.
  • Selection Criteria: Review candidates against the selection criteria and job requirements.
  • Make Decision: Decide on the best candidate(s) for the position based on the overall assessment.
• Job Offer
  • Prepare Offer Letter: Draft and send a formal offer letter to the selected candidate(s).
  • Negotiate Terms: Discuss and negotiate employment terms, including salary, start date, and any other conditions.
  • Confirm Acceptance: Obtain a formal acceptance of the job offer from the candidate.
• Onboarding Preparation
  • Documentation: Prepare and organize all necessary onboarding documentation and processes.
  • Orientation Plan: Develop an orientation plan to help the new employee integrate into the organization smoothly.
• Post-Selection
  • Record Keeping: Maintain records of the screening process for future reference and compliance.
  • Notify Unsuccessful Candidates: Inform candidates who were not selected about the outcome and thank them for their interest.