FORT PIERCE, Fla. – A-1 Global Holdings, Inc., a leading manufacturer of pre-engineered building components, is proud to announce the promotion of Cindy Aptheker, Esq., SHRM-CP, to Vice President of Human Resources and Legal.

Cindy joined A-1 in December 2023 as Director of Human Resources, bringing over 17 years of experience in HR, specializing in risk management, legal compliance, and organizational development. Her previous position as Executive Counsel/Human Resources at The Donaldson Organization showcased her ability to bridge legal insight with HR strategy—an asset that continues to benefit A-1’s growing, employee-owned culture.

In this elevated capacity, Cindy will lead all aspects of A-1’s HR operations and legal affairs, supporting the Company’s strategic initiatives and driving excellence in compliance and workforce development. Her leadership approach reflects A-1’s core values—Own It, Passionate, Honesty, and Respect, which continue to shape the culture and long-term vision as a 100-Year Company.

“Cindy has been an integral part of our leadership team since day one,” said Jan S. Beck, President of A-1 Global Holdings. “Her deep understanding of both human resources and the law, combined with her strategic mindset, makes her the ideal leader to help guide A-1 through our next growth phase.”

“Stepping into this role is an incredible honor,” said Aptheker. “I’m inspired by the dedication of our team and the strength of our shared mission. As we grow, I’m committed to fostering an environment where every voice is heard, and every person feels supported.

84% Prefer Human Review of Resumes and Cover Letters

OKLAHOMA CITY, April 23, 2025 /PRNewswire/ — A staggering 62% of U.S. job seekers would consider not applying to companies that overly rely on generative AI during recruitment, emphasizing the irreplaceable value of human interaction despite the efficiency AI offers.

This is according to a recent Express Employment Professionals-Harris Poll survey.

AI is undeniably a powerful tool, but its role should be to complement human judgment, not replace it.

Artificial Intelligence is No Replacement for Humans in the Hiring Process

Job Seekers’ Concerns: The Human Element Matters
While many job seekers acknowledge the appropriateness of using AI for tasks such as drafting resumes and cover letters (78%) and creating mock interview questions (78%), there is a significant concern about the over-reliance on AI. Key statistics include:

• 87% of job seekers believe meeting with a human during interviews is important, as AI cannot effectively vet candidates for soft skills such as cultural fit and attitude.
• 84% prefer to have a person conduct an initial interview to answer simple questions, rather than AI.
• 84% would prefer their resume and cover letter to be reviewed by a human.

These concerns are underscored by the belief among 73% of job seekers that the benefits of using generative AI during the hiring process are not worth the risks.

Moreover, female job seekers are less likely than male job seekers to find generative AI in some job application tasks appropriate and less likely to use generative AI for specific job application tasks.

Specifically, female job seekers are less likely to report that it is appropriate for job candidates to use generative AI to help draft resumes and cover letters, write outreach responses, create work samples, and help complete an online assessment/test. More than 2 in 5 female job seekers haven’t used generative AI during their job search, significantly higher than the 27% of male job seekers who say they have never done so.

AI: A Boon for Efficiency
Outside of hiring, the adoption of generative AI has proven to be a game-changer, as 66% of hiring managers report their company uses the tool. The majority believe it has a major or moderate positive impact on:

• Enhancing customer service (64%)
• Improving process efficiency (62%)
• Closing the skills gap (60%)
• Freeing up employee time (58%)
• Enhancing decision-making (46%)

These benefits are driving further adoption of AI, with nearly half (48%) of companies already using automation and AI as a replacement for filling open positions. Additionally, 54% of companies plan to be aggressive about adopting AI if they face difficulties filling open positions in the next five years, and 43% are even planning to replace a sizeable portion of their workforce with automation or AI within the same timeframe.

Striking the Right Balance
The challenge for companies lies in balancing the efficiency of AI with the essential value of human interaction. While 83% of hiring managers recognize the benefits of AI, 68% believe the risks are not worth it without preserving human involvement. Nearly 9 in 10 (89%) stress the importance of human participation in the hiring process to assess soft skills accurately.

“AI is undeniably a powerful tool, but its role should be to complement human judgment, not replace it,” said Bill Stoller, CEO of Express Employment International. “In the evolving landscape of AI, transparent communication with job seekers about AI’s use and benefits is crucial. Striking the right balance between AI efficiency and human empathy will enhance recruitment processes and maintain the trust and confidence of potential employees.”

Celebrating 30 incredible years of bringing accessibility and luxury to homes across the Southeast! From our first residential elevator installation in 1995 to today, we’ve expanded our operations into Texas, North Carolina, and South Carolina, and we’ve been honored to help thousands of homeowners enhance their quality of life.

A heartfelt thank you to the dedicated home builders who’ve trusted us as their elevator partner, the homeowners who’ve welcomed our solutions into their homes, and most importantly, our remarkable team members who’ve made these three decades of excellence possible.

As a proud member of the Treasure Coast Manufacturers Association, we remain committed to manufacturing quality, innovation, and customer satisfaction in all our elevator solutions.

Here’s to many more years of moving families up in the world!

As manufacturers, achieving sustainable growth is not just about meeting today’s goals but also about securing a lasting legacy for the future. Here’s how your business can flourish while setting the stage for generational success.

1. Embrace a Long-Term Vision

• Plan Beyond the Quarter – Set 5, 10, and 20-year goals that align with sustainable practices, including environmental responsibility, workforce development, and community impact.
• Diversify Revenue Streams – Invest in innovation and explore opportunities to expand your product offerings or enter new markets.

Leverage the SBDC to help create or revamp business plans and projections to align with long-term goals.

2. Financial Stability Through Smart Investments

• Reinvest in Your Business – Allocate a portion of profits toward modernizing equipment, enhancing production efficiency, and adopting new technologies.
• Leverage Tax Incentives – Explore federal and state programs that offer credits for sustainable manufacturing practices or employee training initiatives.

SBDC and TCMA partners can help identify funding opportunities and tax incentives tailored to your industry.

3. Build a Resilient Workforce

• Upskill Your Team – Invest in training programs to equip your workforce with the skills needed for emerging technologies and sustainable manufacturing processes.
• Create Succession Plans – Identify and develop future leaders within your organization to ensure a smooth transition for the next generation.

SBDC offers workforce development support and training resources to help future-proof your team.

4. Adopt Sustainable Practices

• Cut Costs While Conserving – Transition to energy-efficient systems and reduce waste to lower expenses.
• Source Responsibly – Build relationships with suppliers who prioritize sustainability and ethical practices.

TCMA members can access sustainability workshops and resources to implement cost-saving eco-friendly initiatives.

5. Strengthen Community Connections

• Support Local Initiatives – Collaborate with community organizations and schools to build a pipeline of talent and contribute to local development.
• Engage Stakeholders – Communicate your sustainability goals with customers, employees, and investors to build trust and loyalty.

TCMA provides networking opportunities to help manufacturers connect with local talent and industry partners.

6. Secure the Future with Financial Safeguards

• Create an Emergency Fund – Establish reserves to weather economic downturns or unexpected challenges.
• Work with Advisors – Partner with financial planners and industry experts to develop strategies for long-term growth and wealth preservation.

SBDC advisors can assist in building financial models and risk management strategies to secure your business’s future.

Final Thoughts

By integrating these strategies, you can build a business that thrives today while leaving a lasting impact for generations to come. Sustainable growth is more than a goal—it’s a responsibility we all share as stewards of our businesses and communities.

In my eight years of owning a staffing and recruiting firm, we stay involved with multiple trade groups, civic organizations, business owners, workforce development and talent advancement teams, and government entities. There are some common threads discussed in every meeting.

Common Hiring Challenges Employers Face

Some of the most frequent concerns include:

• I can’t find talent.
• The labor pool is stagnant.
• No one wants to work.

The Talent is Out There

My response is simple: the talent exists—you just need the right tools and resources to find it.

Our labor pool for non-skilled, skilled, and professional positions continues to grow. Just look at the attractiveness of moving to the Treasure Coast. Many qualified individuals are relocating here, bringing impressive resumes, motivation, and talent.

However, many job seekers don’t know where or how to begin their job search. They are often discouraged when they approach a company that lacks a clear hiring process.

What Employers Can Do to Attract Talent

To stand out in today’s job market, employers must improve their hiring processes. Consider these key factors:

✅ Clear Communication – Have a structured process for engaging with applicants.
✅ Defined Interview Timelines – Set expectations for the hiring process.
✅ Personalized Engagement – Ensure real human interaction between your team and job seekers.

Final Thoughts

The job market has changed, and so should your hiring strategy. Making subtle adjustments to your hiring process can set you apart from other employers. By improving communication and streamlining your recruitment efforts, you’ll be in a stronger position to attract and retain top talent.