How to Handle Sales Objections in 6 Steps

How to Handle Sales Objections in 6 StepsHow to Handle Sales Objections in 6 StepsMany salespeople think of objections as a bad thing, but thats missing the big picture. If a prospect raises an objection, thats not necessarily a negative. At the very least, the prospect is interested enough to engage in conversation with you, instead of politely smiling and saying, No thanks. Actually, the fact that someone is bringing up a concern means that you have a chance to find an answer for them. People who are completely uninterested in buying your product would not waste their time objecting. Or completely uninterested prospects will sit through your presentation in silence (with arms folded) and then send you away. As a salesperson youre probably already aware that the body language of folded arms translates to the door is closed, stay away. The important thing when you hear an objection is to address it right away in a thorough and professional manner. If you dont resolve the specific obj ection, the prospect wont be able to move any further along in the sales process. And, whatever you do, dont take his or her objection personally. There are six easy strategies to help you keep things professional and try to resolve the prospects objection. Listen to the Objection Before Handling It Dont jump all over the prospect as soon as he or she says, But what about...? Give the person a chance to explain the concern exactly. And dont just tune out the prospect. Instead, truly listen activelyto the homilie being delivered. Communications experts say you should listen 80 percent of the time and talk 20 percent of the time. Its also important to validate your listening skills by making a clear, appropriate statement back to the prospect to show that you were listening. For example, if the prospect has said that several of the features were things she did not need, you respond with, Tell me what features and benefits would work better for you. Perhaps we have a different mode l that suits your needs better. Say It Back to the Prospect When youre sure the prospect is done talking, look thoughtful for a moment and then repeat back the gist of what theyve said. Say something like, I see that youre concerned about maintenance costs. Is that the case? This shows that you were listening and affords the prospect the opportunity to agree or clarify. If the prospect responds, Its not so much the cost Im worried about as the downtime, then you can address (hopefully resolve) that issue Explore the Reasoning Sometimes the first objections arent the prospects real concern. For example, many prospects dont want to admit that they dont have enough money to buy your product and will raise a host of other concerns instead. Before you launch into answering an objection, try this strategy ask a few exploratory questions, such as, Has product downtime been a big issue for you? How has it affected you in the past? Draw the prospect out a bit, allowing them the time to broach the money issue. The longer you engage with the prospect, the more comfortable they will become, and the more they will open up to you. Ultimately, you may also be able to offer several solutions, including providing financing, developing a payment plan, explaining the return on investment, or discussing the value Answer the Objection Once you understand the objection completely, you can answer it. A customer who raises an objection is expressing fear. Your biggest task at this point is to alleviate that fear. If you have a specific story, such as an example from an existing customer, by all means, share that. If you have concrete statistics, or a current news story, share them. Hard facts, and something the client can look up online, will make your response more authentic. Check Back With the Prospect Take a moment to confirm that youve answered the prospects objection fully. Usually, this step is as simple as saying, Does that make sense? or Have I answered all o f your concerns? If they answer affirmatively, you can move on to your next step. If they seem to hesitate or act uncertain, this signals that you may not have fully resolved their concerns. If this happens, go back to an earlier step and try again. But, dont be shy about it. Simply say, Lets back up for a moment and see if we can clear up all of your concerns. Redirect the Conversation Bring the prospect back into the flow of the sales process. If youre in the middle of your presentation when the prospect raises their objection, then once youve answeredit, quickly summarize what youd been talking about before you move on. If youve finished your pitch, check if the prospect has any other objections, and then start closing the sale. The good news is, objections are not a sign of rejection. People want to feel good about their purchases, whether business or personal. They want to be sure they made the right decision. Sometimes an objection is really the prospect saying, Tell me wh y your product is so great, so I can feel good about my purchase.

Salary Negotiation Tips Thou Shalt Not Speak Too Soon

Salary Negotiation Tips Thou Shalt Not Speak Too SoonSalary Negotiation Tips Thou Shalt Not Speak Too SoonAnswering the salary expectation question right might be the wrong answer.The Ten Commandments of Salary Negotiation (Part 1) Salary expert Jack Chapman offers 10 lessons on salary negotiation in the vein of the Ten Commandments.There is one, and only one, time to discuss salary in any detail when they say theyre ready to make you an offer.What if the employer asks about it before theyve made you an employment offer?Youll want to answer because we are all rewarded in school for answering questions. We eagerly raise our hands and offer whatever information we can. But in salary negotiations, if you give the right (factual) answer, youll often be giving the wrong answer - the answer that costs you money.Why wrong? The usual outcome of talking too soon about salary is that you get screened out, or you get screened in but lowballed.Delay disclosing your salary expectations until you know youre on the short list.At the start of the interview process you dont have enough information to know what the jobs worth or what its potential could be. You could agree to a smaller salary than the job is worth.If you dont lowball yourself and you arent eliminated outright, you may be eliminated later when it comes down to two candidates and it turns out you cost more.Wait until theyre serious about hiring you. And when are you sure theyre serious? When they make you an offer.Postponing the answer without upsetting your interviewer requires tact. To put off answering the salary expectation question, youll need your own personalized phrase something you can say with confidence and that sounds like you.Having that statement well prepared and rehearsed can gain you thousands of dollars.Read other installments in this seriesPart 1 Salary Negotiation Tips Thou Shalt Not Speak Too SoonPart 2 Salary Negotiation Tips Thou Shalt Not Regret Salary DisclosurePart 3 Salary Negotiation T ips Let the Employer Make the First Salary OfferPart 4 Salary Negotiation Tips Thou Shalt Not AgreePart 5 Salary Negotiation Tips Know How Much Money Youre WorthPart 6 Salary Negotiation Tips Thou Shalt Covet Thine Own Benefits and PerksPart 7 Salary Negotiation Tips This Is the Job Thou CovetethPart 8 Salary Negotiation Tips Thou Shalt Not Worry about Earthly EconomyPart 9 Salary Negotiation Tips Thou Shalt Not Take the Name of Thy Salary in VainPart 10 Salary Negotiation Tips Honor Thy Wealth and Prosperity

Ladders Top 200 Recruiters Q2 2016

Ladders Top 200 Recruiters Q2 2016Ladders Top 200 Recruiters Q2 2016Ladders reveals its most influential recruiters of Q2 2016.I am pleased to announce the Top 100 Corporate Recruiters and the Top 100 Executive Recruiters on Ladders for Q2 2016. These talent acquisition experts have demonstrated exemplary engagement within Ladders community, along with quality hiring processes and social responsibility in recruiting.Yet again, this quarter features dozens of first-time top recruiters. I would like to take a moment to congratulate these new, influential recruiters. As more and more recruiters take advantage of the high-quality candidates on Ladders, it will become increasingly difficult to make the list. To ensure yur professional success and a spot on our Top Recruiter lists in the future, I encourage you to stay active with us through continued recruiting best practices.On behalf of the entire team at Ladders, thank you for all of the work, time and energy you put into your job, wh ich provides our job seekers and your future hires with the best experience possible. Heres to continued success in Q3 2016.Top 100 Corporate Recruiters on LaddersAntoinette TapiaSplunkManu SinghResource Logistics IncAli Dastagir SyedCloudBigDDan CoxUbertal IncStuart LewtanZintro, Inc.Lynsey TaylorMarsh, Berry CompanyRahul BouddhaProspance Inc.Erin RuffCommScopeEshant SharmaRconnect LLCRyan McKellipsTruPathAkshay JainBravens IncJay TandonSoftwarePeopleKumar RohitSage GroupJanagam VamshiSage TechnologiesKarthick HaarishVdartMarie DreyerMarshBerryBharat BhattIDC TechnologiesChris PegnataroPitney Bowes SoftwareHarry BhardwajAmer Technology Inc.Hartinder KaurIDCJohn Paul AndersonPegasystemsSan SinghVentures Unlimited Inc (VUI)Pavan AgastyarajuTechnovertMelissa KittlesPrudentialMatt BerginLiberty Personnel ServicesPamisetty RajeshKMM TechnologiesKatrina PalmieriDaVitaDavid HorvayCareWorks TechSwapnil DixitSysazzle Inc.Karoline MarquesBlu ChipsVenu Gopal CirraMarvell TechMohit MauryaEnte rprise Solution IncJoe BermeaGuidance Software Inc.Mohamed maideenIT Trail blazersPaolo FontanaT3 Trading GroupRussel PeterVDartincJanga Reddy PinnintiVertiv Software LabsGary RaymondStarpoint (PP)Deepesh GuptaTrinity Global TechnologyPramod Kuamar DIDC Technologies IncSasidhar kaluriCharter GlobalVigneshr RaviVdartBipin RaiResource Logistics IncRaul GarciaParallel PartnersCrissy CamerotaPegasystemsTrisha SummerilPetersen DeanMegan MidkiffTriNetJessica MarlisHoneywellElias CobbQuantixJulie BolbasCapital Markets PlacementAvi FrancisGlobal Webmaster IncMike SlatteryDoshi Associates, Inc.Edward EspeletaUnitedHealth GroupBrian Thibeaultarbeitszimmer DepotMarley HughesPeak SalesGulzar AhmadRConnect LLCJulie BeltmanCheck Point Software Technologies, Inc.Pradeep ReddyCharterGlobal INCSrikanth KensaramHCL GlobalJen BrazinskyAccentureLance TaylorVDart IncGAURAV SHUKLADatamannUSAChaitanya KrishnaSun TechnologiesManish VermaSpectraforceGina PapaAmerican ExteriorsJanardanan BabuKRG Technologies Matthew MillerTreeline Inc.Smitha DiasBravens IncPauline SchwartzBriden ChaseDionne HeardAccentureManoj KaruppusamyLorven Technologies IncMaria WilliamsRain Bird CorporationPriya BaskerUrbane SystemsDaniella McDonaldCORTAkash KhareCynet SystemsAndrea KoivistoDaVita Healthcare PartnersSean SunleyBBG ManagementLee GellinsWaste ManagementMaruthi ReddyEApps Tech LLCShashi KambleBravens IncCharmane CrollAquilentAzhar AnsariBravens Inc.Ehtesham ShaikhBravens IncVishal ShirsathBravens Inc.Lora AlfieriAdvanced Medical ResourcesRavi MalviyaVertisystemLynn TryonRolta AdvizeXMatthew WalshBlue SignalMarion maddyvdartincSteve IdnaniInfojini ConsultingMaureen MassettiWolters KluwerSai KumarPegasys Systems TechnologiesPearl KingstonInfojini IncSri GouriRAMP Technology GroupJacob jintoNewAgeSysHarsh ShahMetasense IncJasmine PaytonCrowe HorwathSirena MaddenCMAC PartnersVicky Bouras-BoudourisMicrosoftMarc SpironBilltrustTop 100 Executive Recruiters on LaddersMatty MeyerbergRoyce Ashland Group, Inc.A nthony JonesSterling Partners, USACierra BennettCrawford Thomas, LLCSidwell MillerWilliam W. Professional StaffingCindy KellyGenesis Professional ServicesDavid MolnarNational RegisterUSAVinay Joshisoftware people inc.Lisa CusanoTask ManagementJoseph RyanWashington Research Associates, Inc.Ray MillerUSA Recruiting AssociatesAntoine BraggKore SystemsKali KaryampudiSedona IT Solutions, LLCTonya GreeneRCI Recruitment SolutionsShawndetta MillerWilliam W. Professional StaffingKevin J. CollinsCollins ConsultingSandi NahmiasSearch Solutions zwischenstaatlich, Inc.Pratik PitaleBravens IncHans BillerbeckPulse JobsMark SeemuellerFutrend Technology, Inc.Jennifer LauRM Dayton AnalyticsKevin RogersKVR ConsultantBhanu PandeySoftSages Technology LLCVerba EdwardsWorld Class Executive Search, LLCThomas SantoPyramid Worldwide SearchJoseph L. NazoaTKSRCH, Staffing Solutions LLCDave SmithSedna Consulting GroupChristan NeffPro-Tech Search, Inc.Siddhartha VamshiUltra Minds ITJoseph Anthony VaccarielloGene sisDarren FrankRecruitment Trends, Inc.Kirk FraileyGlobal Career Connection, Inc.Heena ChauhanAmpcus IncLance CoachmanEXI, Inc.Daisy CobbSpectra StaffingPam SissonSoutheastern Recruiting ConsultantsGary Mitchell jrMinute Men StaffingHarry AndersonAndex Executive SearchPeter AnsaraAnsara-Bickford-FiskeElisabeth BishopGraham AssociatesScott HeitlandQualified Management SolutionsCalvin PatrickPatrick AssociatesDivya BharadwajRoland and AssociatesPreethi SaakreInd-US Target LLCAudrey ChernoffHireFindersJagat LakhtariaMetaSense Inc.Rick GallinGallin AssociatesMelissa KopaczewskiGenesis Biotechnology GroupMahesh KumarNtech Solutions IncGrey ValentaKennis SearchSonya M SimpsonSonya M Recruiting, LLCJoe TurtonThe Gerent Group, LLCKrishna MurthyHeadway TekSandeep SaiUS Tech SolutionsThuy NguyenHuman Resource DimensionsSawan KanadeTechnosoft Engineering IncRon SimpsonHire-Search GroupDonna LittleInfraStaffVannessa KhemsaraTop Talent CentralSusan SchoenbergerWorldBridge Partners Chicago NWSh awn PaprockiTowne LockeMary KnattHarvard Group InternationalDonald GriewankCaring Hearts Medical StaffingBert IknerHalo GroupSamara LeighSimplicity SearchRehan TurkiAraxis SystemsPraneeth NagillaIT TrailblazersShanesha TaylorShanesha Taylor Consulting LLCJennifer McAuleyCladdagh ResourcesDre ReedRM Discover LLCMarcus RonaldiMarcusRonaldi.comNoah NeumillerProhealth Resources LlpDina MarshalMarshal AssociatesDoug EdwardsDB Edwards GroupSteve SoltanS.C.S AssociatesEdith VarhelyiCoberonChronosLarry SignorileJohnson ReSourcesKeith PereiraINFOJINISamar SinghMarvelltechCarl ColaizziZenith Staffing ResourcesAmanda NeiserPlum Placements Inc.Michele RooneyNational Recruiting ExpertsIna SteadmanVirtus Executive Healthcare Placement, LLCMitch DavisDavis SearchScott VargheseNewAge SysDeborah BrunoDirect Sales Recruiting, LLCJennifer KudukisKudukis Group InternationalLaura KudukisKudukis Group InternationalSandra RoneKudukis Group InternationalDal CogerVell Executive SearchKel LaneSkylight Re cruitingAdam KahnCAM Search and ConsultingCole PackTrue Find StaffingVanessa RosenblumProREA StaffingRichard DeMayoIndependent IT EHS RecruiterJudd PlumleyOARIPGina SorrientoDoubleStarDanny TranNorth Star Staffing SolutionsAnuj GargSoftware People Inc.Ann ZaslowInternational Search Consultants

AAES Selects E4Cs Noha ElGhobashy to Receive Kenneth Andrew Roe Award

AAES Selects E4Cs Noha ElGhobashy to Receive Kenneth Andrew Roe Award AAES Selects E4Cs Noha ElGhobashy to Receive Kenneth Andrew Roe Award Noha El-Ghobashy, president of Engineering for Change, LLC (E4C), a global alliance that facilitates the development of engineering solutions to improve quality of life in under-served communities worldwide, has been selected by the American Association of Engineering Societies as the recipient of the 2013 Kenneth Andrew Roe Award. Noha El-GhobashyThe award recognizes an engineer who has been effective in promoting unity among the engineering societies. El-Ghobashy is being recognized for fostering collaboration among engineering societies to deliver multi-disciplinary, sustainable solutions to address quality-of-life challenges throughout the world. Besides her role with E4C, the online collaborative forum for engineers (www.engineeringforchange.com), El-Ghobashy is also director of engineering for global development at ASME in New York, where she leads the development of new programs in emerging technology areas and markets. To learn mora about E4C and join this lively community of more than 12,000 engineers, visit the Engineering for Changewebsite and register to become a member.

Learn About Enlisted Military Police Careers

Learn About Enlisted Military versicherungsschein CareersLearn About Enlisted Military Police CareersDespite the name, and many similar duties, military versicherungspolice are more than just cops in camouflage. The name can be deceiving. Military Police (MP) (known as Master-at-Arms (MA) in the Navy, and Security Forces Specialist in the Air Force) are employed at every major base and installation to protect people and property and enforce the law - ?military law, that is, the Uniform Code of Military Justice. Their jurisdiction is limited to military property and personnel. Theyre usually most visible manning gates and security checkpoints, and enforcing basic traffic laws and military regulations. But their duties also include investigating felony-level crimes and terrorism, and coordinating with other law enforcement agencies when service members get themselves in a mess out in town. Things change overseas, where MPs stop writing traffic tickets and start running combat operation s. Still protecting lives and property, theyre usually the standing security team for motor convoys through hostile territory - providing lead, rear, and roving vehicles to the column - with an obviously more lenient jurisdiction, since theyre operating as infantry. They may also train and coordinate with local police and security, as in Afghanistan and Iraq after the US-led invasion of those countries left their law enforcement systems - well, non-existent. Military Requirements All branches require MPs have normal color vision thats correctable to 20/20, as well as a driver license (mentioned in all except the Air Forces regulations.) Clear speaking ability is mentioned specifically by Air Force and kriegsmarine requirements, but is surely necessary for any branch, since MPs communicate with offenders, bystanders, and lawyers regularly. Criminal histories, particularly drug and domestic violence convictions, are particularly damaging to the aspiring MP. Similarly, a recorded h istory of personality, nervous, mental, or emotional disorder is generally disqualifying in all the services. Here are a few other specific requirements mentioned by each services regulations and recruiting literature Army Applicants must be at least 18 years old and get a Skilled Technical score of 91 on the Armed Services Vocational Aptitude Battery (ASVAB).Navy To get the Master-at-Arms rating, you must be a born or naturalized citizen of the United States and eligible for a Secret clearance. On the ASVAB, applicants need a Word Knowledge score of at least 43, and a total of 95 points from Word Knowledge and Arithmetic Reasoning.Air Force For Security Forces, youll also need to be eligible for a Secret clearance. The Air Force also recommends high school courses in government, behavioral science, computer, and communication skills. Marine MPs must be US citizens wholl reach age 19 before they finish Military Occupational Specialty (MOS) school and score at least 100 in the Genera l Technical category of the ASVAB. The korporation also has a this tall to ride sign for MPs For unspecified safety reasons, Marines shorter than 64 inches (5 4) are barred from the MOS without hope of a waiver. Education for Military Police No matter the course, you can expect military law enforcement training to include managing traffic, criminal investigations, prisoner handling, and riot control, as well as covering unique military subjects like crew-served weaponry, Military Operations in Urban Terrain (MOUT), and the laws of war. Army training for new recruits takes place at Fort Leonard Wood, Missouri, and lasts 20 weeks. It includes basic training and combat training on top of actual classroom and on-the-job instruction for the MOS.The Marines also send their MPs to the Armys schoolhouse at Ft. Leonard Wood, but since theyve already graduated their own boot camp and combat training, they only attend the Basic Military Police Course for three months. Marines share bunks a t the Leonard Wood Marine Detachment with students training at other Army schools to become motor transport operators, chemical/biological/radiation/nuclear defense technicians, and engineers. Navy Masters-at-Arms students attend 45 days of training at Lackland Air Force Base, Texas.Air Force Security Force students also go to school at Lackland, but for approximately three months. Certifications Required Visit Army Credentialing Opportunities On Line (COOL) to see certification and licensing opportunities for Military Police (MOS 31B) or Navy COOL for the Master-at-Arms rating. The Air Force Credentialing and Education Research Tool suggest certifications for the Security Forces Technician (3P0X1) as well as the Criminal Justice program at Community College of the Air Force. Additionally, Navy MAs and Marine Corps MPs may be eligible for apprenticeships as government police officers or security specialists through the Department of Labors United Services Military Apprenticeship Program.

The Pain of Rbt Resume

The Pain of Rbt Resume Whatever They Told You About Rbt Resume Is Dead Wrong...And Heres Why Unfortunately, theres a substantial misconception surrounding using career objectives. Your resumes career objective should state that youre searching to join a stable geschftliches miteinander in a position that would give you the chance to expand your understanding and improve your abilities. You should have outstanding relationship building and communication abilities. Even though you might need to declare your multitasking skills, you do not need to write every small thing youve completed that is no longer in your job description. If it isnt relevant to your intended job objectives, reconsider its place on your resume. There are a lot of job abilities and behaviors that are essential for successful job performance in a selection of different career fields. Most jobs require that you have a fundamental comprehension of computer programs like Excel and Microsoft Office, together with skills in internet navigation, social networking sites and email systems. Or motivated others to accomplish and surpass sales targets. Authorization to select the examination is just provided to applicants who have submitted a comprehensive RBT certification application to the BACB, including all documentation required to demonstrate that theyve met all the criteria above. For instance, if you have CPR certification and youre asking for an accounting position it is not relevant and would most likely be better left off your resume. In that instance, you may add your latest certification to your education section. Lets say that your latest certification isnt impressive. Whispered Rbt Resume Secrets If youve already stated substantial job experience, you can skip through your high school information and focus on completed courses that are related to the job or trade youre applying for. If youre unaware of all your abilities and unclear about which ones relate to employment. Even if applying for an unrelated job, you need your resume to demonstrate that youre a well-educated and hard worker. The aim of supervision is to make sure the delivery of high-quality services to clients. On top of having training and education to assist patients with a selection of possible disorders, a Registered Behavioral Technician has to be able to work with patients who might have behavioral problems during treatment. Recruiters might be called staffing recruiters, resource growth managers, or staffing managers. They may have different criteria to the perfect resume, but make the most of it and use it to your full advantage any way you can. The War Against Rbt Resume Dont forget to ask your prior employer for permission if youre submitting a sample that youve written for a prior position. You just need to catch the employers attention to supply you with a shot with an interview. When an employer does ask for your references you are able to list them on a distinct pa ge. Typically, education sections land near the base of resumes with hardly any information. A resume objective that could apply to anybody or any kind of job isnt valuable. Most resumes show plenty of work history that suits the work description. Most students hit a wall when it regards the expert experience section since they just dont have relevant work experience. Because its an upcoming date, employers will know you havent graduated yet. In that instance, you will want to place your certifications at the peak of your resume beside your name. You can also, obviously, include any certifications in progress together with the anticipated completion date. Generally speaking, higher school students have a tendency to concentrate on their club participation whilst college students often incorporate major class projects. A career counselor can assist you. In your objective statement demonstrate what its possible to add to the new position and the organization and why youre a superior fit for your new career. Your advanced bartending skills wouldnt increase your odds of being hired as a Payroll Officer. Including certifications on a resume is a great method to catch the interest of a hiring manager. The Debate Over Rbt Resume If you want to relocate for work, you most likely already know its most effective to leave your present address off your resume. A complete list of upcoming changes can be seen at the BACB site. Incomplete applications wont be reviewed. Perhaps you introduced a new procedure to management. Simple forms or advertising examples of sites, such as classic site, a five-page site or a brochure website are often static sites, since they present pre-defined, static info to the user. Even though the site proprietor may make updates periodically, its a manual procedure to edit the text, photos and other content and could call for standard site design abilities and software. Websites are usually devoted to a specific topic or purp ose, that range from entertainment and social networking to supplying news and education. Examples of subscription websites consist of many small business websites, news sites, academic journal sites, gaming sites, file-sharing sites, message boards, web-based email, social media sites, websites providing real-time stock exchange data, along with sites providing various different services. Be certain to specify whether the sample was published and where. For that reason, its important to put money into its preparation. An opening statement could be an objective or a succinct summary of someones skills. In the majority of instances, a resume objective is merely a couple of sentences long.

Remote Jobs For Women

Remote Jobs For Women Apply to one of our featured fully remote jobs below or visit our remote jobs page for even more opportunities Dell - Contact Center & Voice Strategy and Design Consultant (Remote)G2i - Remote React Native Engineer (Remote)GitLab - Growth Product Manager (Remote)Karat Inc. - Data Operations Specialist (Remote)Logikcull - Manager of Software Engineering (Remote)Mastercard Incorporated - Senior Managing Consultant, Business Development (Remote)Panda Strike - Senior Developer / Full-Stack / Rails (Remote)Plex - People Operation Specialist (Remote)Slack Technologies, Inc. - Manager, Government Strategy (Remote)Zapier - VP Of hilfestellung (Remote) One of the biggest challenges in almost all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gender diversity, some industries lag further behind... and the constru ction industry is well-known for being in the latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent business strategy. pResearch presented in the Harvard Business Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual contributor roles. Given the industr y boom, there are a number of open stable and high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the total 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive option for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. P roject managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentation technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current demand for workers, theres no better time to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.