Sales Job Titles and Descriptions

sale Job Titles and Descriptionsabverkauf Job Titles and DescriptionsJob titles in sales run from entry-level customer service representatives to executive vice presidents. A sales job, broadly defined, is simply one in which your primary job is to sell something. Obviously, this is a very big category, and your duties will depend on what you are selling (life insurance? aircraft carriers? socks?), whom you are selling to (retail customers? other businesses?), and whether yours is a supervisory or management position. If youre pursuing a career in sales, there are many avenues of progression from entry-level positions up to management, depending on whether you want to work up to managing other sales reps, develop sales and marketing strategies for the company, or manage the customer and client relationship side of the business. Common Job Titles in Sales This list is not exhaustive but includes the most common sales-related job titles. Some companies may use different titles to r efer to similar positions, as behauptung names are not standardized. Sales Representative These are typically entry-level, customer-facing positions or business-to-business sales. The primary goal is to sell the companys products, whether you work from a storefront or cover a territory. Within this range of positions, you can advance to a leadership position, with some supervisory responsibility. Account RepresentativeAdvertising Sales RepresentativeAutomotive Sales RepresentativeB2B Corporate SalesBrand AmbassadorCustomer Care RepresentativeDirect SalespersonDistribution Sales RepresentativeEnterprise Sales RepresentativeEquipment Sales RepresentativeEquipment Sales SpecialistHealthcare Sales RepresentativeIndustrial Sales RepresentativeInside SalespersonInsurance Sales RepresentativeMedical Sales RepresentativeNational Accounts Sales RepresentativeOutside Sales RepresentativeRetail Sales Representative Route Sales RepresentativeSales AssistantSales AssociateSales Representativ eSales TraineeSalespersonSpecialty Sales RepresentativeTerritory Sales Representative Administrative Positions Related to Sales In these positions, you support the sales team, coordinate schedules and perform administrative functions. You might analyze data to help the company understand trends and make better sales and marketing decisions. Business Development RepresentativeEnterprise Resources Planning RepresentativeFinancial Sales AssistantFixed Income SpecialistIndustry RepresentativeInvestments RepresentativeNational Accounts Sales AnalystRegional Dealer RecruiterSales CoordinatorSales Operation CoordinatorSales Representative - Territory Lead Account Executives and Advisors These positions offer increasing responsibility above sales representatives. Duties often involve establishing relationships with new clients and managing the needs of existing clients. The emphasis is often less on making the sale as such and more on providing an ongoing service package that might include advice or coaching of one kind or another. Compensation might follow any of several models. Your client might be charged a series of service fees, or the service package might be free if a certain percentage of clients buy your product. You might receive money at the point of sale only, or you might be paid a regular commission by the company whose products you sell. Sometimes, youll receive both fees and a commission. You might be an employee of a company, or you might be parte of an independent agency. Account ExecutiveChannel Partner Sales ExecutiveCorporate Sales Account ExecutiveFinancial AdvisorFinancial PlannerGroup and Events Sales CoordinatorKey Account ManagerMajor Accounts ManagerNational Accounts Sales General ManagerRegional Sales Account ManagerRegional Sales ExecutiveSales Account Executive, Small and Medium BusinessStrategic Account ManagerTerritory Business ManagerWealth Management Advisor Sales Management Management positions can range from managing oth er employees, to managing existing customer accounts, to developing strategies for the sales teams success. Many management job positions have an assistant manager level one step beneath. Account ManagerArea Sales ManagerBusiness Development ManagerDirect Sales ManagerDistrict Sales ManagerFranchise Development ManagerGroup Sales ManagerInside Sales ManagerManager, Business DevelopmentMarket Development ManagerMarketing ManagerNational Sales ManagerRegional ManagerRegional Sales ManagerRetail Store ManagerSales and Community Marketing ManagerSales ManagerTerritory ManagerTerritory Sales ManagerWholesale Sales Manager Executive-Level Management Once you add director or vice president to a job title, youre at the executive level of management. Directors supervise groups of managers, and vice presidents supervise the directors. At this level of management, youre establishing and managing sales goals for the entire company or major divisions of it, and developing strategies to reach long-term company goals. Which industry youre in might not matter as much at this level since you are dealing mostly with organizational issues and interpersonal matters that remain roughly the same no matter what you are actually selling. You may find yourself advancing your career by moving from one company to another, regardless of industry, rather than within a single company. Director of Inside SalesDirector of National SalesDirector of SalesExecutive Vice President of SalesSales Director

15 questions to ask before taking a stretch assignment

15 questions to ask before taking a stretch assignment15 questions to ask before taking a stretch assignmentStretch assignments are like the Instant Pot of career development. An intensely challenging, ambitious, go-big-or-go-home work project, they are a catalyst for rapid development of business acumen, technical expertise, and leadership skills. Theyre also great for building relationships with influential stakeholders, and exposing your skills, value, and work ethic to individuals outside of your core team. Sure, the pressure will be high, but it will get your career cooking. No other form of career developmentcomes close.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreIf, like many of the women I speak to, your potential outpaces how others perceive you, acarefully chosen stretch assignmentcan close that gap. Its a way to take your budding strengths and aspirations, fortify them with measu rable successes that will make your organization sit up and pay attention.To better understand what motivates people to accept or reject such an opportunity, Selena Rezvani and I surveyed 1,549 U.S.-based professionals, inquiring about their experiences with sizing up stretch assignments and higher-level roles. Our findings were published in a report titledOut of the Comfort Zone How Women and Men Size up Stretch Assignments - and Why Leaders Should Care.What makes a stretch assignment appealing?Interestingly, women and men have similar criteria for saying yes to a stretch assignment. Top considerations were having enough personal influence and organizational kooperation to drive the project to successful completion.My readiness for the next assignment depends on making sure I have a blank check to make tough decisions, said one female leader.One early-career woman with a financial software company said having adequate support is a deciding factor. Otherwise, I wont take the assign ment since it may not come with the resources I would need to be successful, she wrote.Another highly-rankedcriteria was whether an assignment aligned with career goals. A woman working at the director level in a hospital asks Will it feel like play, feed my purpose, and allow me to grow in a meaningful way?What makes a stretch assignment a non-starter?Given previous research showing that morethan half of U.S. employees feel overworked or overwhelmed at least some of the time, it came as no surprise to discover that threat of overwork ranks highly as a red flag. It boils down whether I am able to balance my personal life with the next assignment, one entry-level man at an internet company told us. If it jeopardizes my personal time, then its not worth it. (Theres a reason one executive I interviewed jokingly referred to stretch assignments as night jobs.) The next most cited misgiving was lack of guidance from insiders or mentors.15 questions to ask before saying yes to a stretch as signmentWe asked respondents how they decide if a potential stretch is a good fit. Here are some key themes that emerged, along with specific questions they ask.Management rckendeckung Are there clear expectations? Is there support from senior leaders? Will I have the resources and authority to succeed?Work-Life Balance How does this impact my work-life balance? Will the time commitment mesh with my family responsibilities? Is it worth the amount of time it will take to be successful?New Challenges How challenging is the assignment and what will I learn? Is it personally challenging or more of the same? Will it require me to think on a deeper level or use my skill set in new ways?Purpose and PassionDoes it align with my personal mission? Does it truly spark my passion? How will it make a difference in the world?Future Prospects Does it align with my career aspirations? Is it going to take me where I ultimately want to go or is the detour worth it? How might the role open doors to ot her opportunities?Stretch assignments are proven career shortcuts- a way to rapidly reshape how others view you, so that their perceptions can more closely match your potential and aspirations. By asking the right questions, you can choose your next one well.This article originally appeared on Be Leaderly.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

How 3M Walks the Walk When It Comes to Diversity Inclusion

How 3M Walks the Walk When It Comes to Diversity InclusionHow 3M Walks the Walk When It Comes to Diversity Inclusion With research showing that diversity can lead to greater innovation , better problem-solving and even more revenue , you would be hard pressed to find a company that doesnt recognize its value. But just because a company values diversity doesnt always mean it will be prioritized - too often, companies hope to become diverse and inclusive without really doing much to make that a reality. At 3M , however, this is decidedly not the case.With initiatives ranging from an Inclusion Index survey to having the CEO actively sponsor a diverse group of women, 3M isnt just paying lip service to diversity and inclusion - theyre making it a business priority. We caught up with Ann Anaya, Chief Diversity Officer at 3M, to learn more about the companys many different diversity and inclusion programs, how 3M defines diversity and how she went from the courtroom to the boardroom - heres what she had to say.Ann Anaya We appreciate that a diverse workforce and an inclusive culture are necessary ingredients for innovation and growth. Diversity of thought is inspired by a variety of backgrounds and experiences working together to create better results and solutions.Ann Anaya The 3M definition of diversity includes gender, race/ethnicity, nationality, people with disabilities, U.S. military veterans and people who identify as lesbian, gay, bisexual, transgender, questioning and intersex (LGBTQI). In addition to our nine Employee Resource networks, we have Business Groups, 3M Clubs and Special Interest Groups that contribute to building a sense of community and belonging at 3M.Ann Anaya Building a sense of belonging is work that is never done and is the responsibility of each individual. One act at a time, day after day and continuously improving strategy is the key to success. We strive to create an atmosphere where everyone feels safe t o share their unique self and motivated to value the uniqueness of others.Ann Anaya Set bold goals, measure progress, be transparent, teach inclusive behaviors and hold leaders accountable.Ann Anaya Being a champion of inclusion is a competency that must be mastered. Our Inclusion Champions and their teams around the globe customize engagement to the needs of each business or function, in alignment with our inclusive culture. The Inclusion Teams also work closely with the Employee Resource Networks globally to serve as ambassadors of inclusive behaviors and celebrate diversity and inclusion best practices.Ann Anaya I welches a trial lawyer in state and federal government for 20 years. Almost six years ago I was in search of a new challenge, a place where I could use my advocacy skills, learn new applications for those skills and continue to contribute to positive change in the world . 3M was the only opportunity that I pursued. Applying science to improve lives, unwavering int egrity and a commitment to workplace inclusion are the cultural pillars that attracted me to 3M. My role as Chief Diversity Officer has challenged me to expand my professional experience to include corporate operations and has presented an opportunity for me to focus on leveraging my passion for diversity and inclusion. It is an incredible honor and a privilege to do this work.Ann Anaya In October of 2018 we launched the CEO Inclusion Council. Our Employee Resource Network leaders, Inclusion Champions and a variety of dedicated executives will meet each quarter to share their thoughts, experiences and strategic solutions for diversity and inclusion initiatives with the CEO. The Council will inform, enhance and elevate our commitment to diversity and inclusion.Ann Anaya When I receive feedback that our work is improving how we work together, how we feel about our workplace and how we feel about our colleagues, it is a great day. As I look toward the future, I am energized by what s till needs to be accomplished and the positive change we can inspire at 3M and all that 3M touches.

An Overview of the the Agricultural Engineer Profession

An Overview of the the Agricultural Engineer ProfessionAn Overview of the the Agricultural Engineer ProfessionAgricultural engineers, according to the American Society of Agricultural and Biological Engineers (ASABE), apply engineering principles to any process associated with producing agriculturally based goods and management of our natural resources (Finding Solutions for Life on a Small Planet). They design agricultural machinery, equipment, sensors, processes and structures, and solve problems related to farming. Quick Facts Agricultural engineers earn amedian annual salaryof $75,090.According to the Bureau of Labor Statistics, there are just 2,700 people employed as agricultural engineers.The job outlookfor agricultural engineers is poor, accordingto the U.S. Bureau of Labor Statistics. This government agency expects employment to grow more slowly than the average for all occupations through 2024.Engineering firms, the Federal government and state governments, and food manu facturers are the primary employers in this field. Jobs are typically full time- usually 40 hours per week- with some additional hours required. Engineers are considered exempt employees under the U.S. Federal Labor Standards Act and are therefore not eligible for overtime pay.Because their work often involves being outdoors, the weather can affect their schedules. They work longer hours when the weather is good because they wont have that opportunity when the weather turns inclement. A Day In the Life of an Agricultural Engineer Here are some typical things you can expect to do if you decide to gointo this occupation Design agricultural machinery components and equipment using computer-aided design (CAD) technologyCreate engineering documents as needed to satisfy project scopeMaintain and repair automation equipment to ensure automation successInteract directly with growers, consultants,and agribusiness companiesProvide engineering design and support for civil/agricultural rela ted projects How to Become an Agricultural Engineer First, you will have to earn at least a bachelors degree in engineering with a concentration in agricultural engineering. An aptitude for math is critical. Your degree should come from a program accredited by ABET, the Accreditation Board for Engineering and Technology. ABET is a non-governmental organization that accredits post-secondary education programs in applied and natural science and international organization. It accredits engineering programs in 24 countries including the United States. It usually takes four years to complete a bachelors degree which combines classroom, laboratory, and field studies. You can use ABETsAccredited Program Searchto find colleges of your choice. Engineers who offer their services directly to the public must be licensed. These licensed engineers are called Professional Engineers (PE). Candidates for licensure must have a degree from an ABET-accredited program and about four years of releva nt work experience. They must also pass the Fundamentals of Engineering (FE) exam and the Professional Engineering (PE) exam, both administered by NCEES (the National Council of Examines for Engineering and Surveying). Other requirements vary by state. The Licensed Occupations Tool from CareerOneStop will help you learn about the licensing requirements in the state in which you plan to work. Soft Skills Youll Need In addition to the technical skills you must acquire, you will also need certain soft skillsto succeed as an agricultural engineer. These soft skills include the following Problem Solving A significant part of your job will be identifying problems and coming up with workable solutions to them.Critical ThinkingTo solve problems and make decisions youll need to be able to evaluate your options and choose the fruchtwein viable ones.Communication Skills You will have to share information with clients and colleagues. Excellentwriting, listening, and speaking skills are cruc ial. Is This a GoodCareer Fit for You? The following career and personality assessment tools can help you self-evaluate the best career path for you. Holland Code IRE(Investigative, Realistic, Enterprising)MBTI Personality Types ENTJ, INTJ, ESTJ, ISTJ, ESTP (Tieger, Paul D., Barron, Barbara, and Tieger, Kelly. (2014)Do What You Are. NY Hatchette Book Group.) You can also take the career-specificShould You Become an Engineer Quiz to see if this career is right for you. Occupations With Related Activities and Tasks OccupationDescriptionAnnual Salary Educational RequirementsEnvironmental EngineerUses engineering principles as well as knowledge of soil science, chemistry, and biology to solve environmental problems.$84,560Bachelors degree in environmental engineeringEngineering TechnicianAssists engineers and scientists.$61,260Associate degree in engineering technologyArchitectDesigns buildings and other structures.$76,100Professional degree in Architecture (Bachelors or Masters degrees) SourcesBureau of Labor Statistics, U.S. Department of Labor,Occupational Outlook HandbookEmployment and Training Administration, U.S. Department of Labor,O*NET Online.

Important Factors Every Employee Wants From Work

Important Factors Every Employee Wants From WorkImportant Factors Every Employee Wants From WorkWhat do employees want from work? There are several factors that must be present in your workplace for your employees to be happy and motivated at work. They are so fundamental to an employees well-being that they form the basis for employee motivation, engagement, and retention. Workplaces that lack these factorstend to experience employee turnover, dissatisfaction, and negativity. These employers develop bad ratings at sites such as Glassdoor.com. Their unfriendliness to employees spreads harming their reputation and their brand. Potential employees, especially people who have the skills and experience that employers want, tend to gravitate to employers of choice. What Employees Need Your employees need respect, to be members of the in-crowd, to impact decision making about their jobs, to have the opportunity to grow and develop, and access to proper leadership. The following describ es what employees want from work. Respect is the fundamental right of every employee in every workplace. If people feel as if they are treated with respect, they usually respond with respect for coworkers and bosses. Employees who feel respected respond with responsible actions.Part of respect is praise and feedback so that people know how they are doing at work. Employers express respect for employees when they treat employees as if they are adults who are capable of making smart choices. In a respectful workplace, everyone is equal they just have different jobs and roles. Employees want to feel as if they are members of the in-crowd. This means that they know and have access to information as quickly as anyone else in your workplace. Employees hate to feel as if they are excluded from the information that they need to understand and support their organizations mission, vision, and goals.For employees to feel up-to-date, employers share as much as they know about organization chall enges, financials, and budgets - as soon as they know it. Their employees need to make good decisions based on good information to act in the best interests of the business. Employees want to have an impact on decisions that are made about their jobs. Employee involvement and employee empowerment help to create engaged employees willing to put forth their discretionary energyto the business.At the same time, employers must remember that empowerment is not a free-for-all. You need to structure empowerment in a framework that includes organizational vision, goals, and clear responsibilities. Managers need to communicate with each employee about what this framework means for their job.Employees need to have clear direction and know what they are accountable for producing. They need to know the parameters of the box in which they are empowered to make decisions. And rewards, recognition, and compensation need to reinforce empowerment within the framework. Employees do want leadership. T hey want a sense of being on the right track, going somewhere that is defined and important. They like being part of something bigger than themselves. Employees like to know that someone, who is trustworthy, is in charge.So, the executive teamand even the employees manager must exhibit confidence and the sense that they know what they are doing. Employees are watching. They need to feel confident that they have a product that can be successful and a company that understands and listens to the marketplace.They want to know that they will have a job next year and that they can commit to the organization long-term, assuming that they are happy in their work. The quality of their leadership answers a lot of the questions raised here. If these factors existed in every workplace, productivity, motivation, and happiness would soar.

Danger Signs on Skills to Add on Resume You Should Be Aware Of

Danger Signs on Skills to Add on Resume You Should Be Aware Of The skills section is one which draws maximum viewing time for those recruiters. Hard skills can be classified in various ways, based on your job title. They tend to be more technical, and each industry or type of job will usually have its own required set. Read through it a couple of occasions and youll probably spot three or four essential skills mentioned repeatedly throughout the document. For example, if you submit an application for a Chinese-English interpreting job, you have to be fluent in both languages otherwise you would not really qualify for the position. Graphic-based resumes enable you to lay out complex data in a simplistic way. Our resume builder makes it simple to create a well-written resume in a couple of minutes. Usually once you take past a job or task you are able to think about a more efficient approach to finish the endeavor. To start, you dont need to list every job that youve ever had. Also, dont hesitate to list non-traditional work like volunteer jobs or freelance work, parteicularly if you havent held a normal job in a little while. Communication is a top skill valued in just about any profession, but it gets especially essential in the plan market. Relevant skills ought to be backed by further data in the resume. Communication and computer handling skills are also rather important in regards to cashier resume. When it has to do with skills, technical skills are comparatively simple to define. If you dont have basic computer skills then it is going to be difficult for you to find work. As an accounting, your technical skills can consist of proficiency with different accounting tools including Oracle, or understanding of ERP systems and auditing tools. More technical or computer-centric hard skills are occasionally also called technical skills. Past the abilities and knowledge required for each particular profession, professionals in practically every di scipline need a specific set of qualities, skills, and behaviors. Listing your skills provides a chance to showcase your abilities and experiences to prime employers for the remainder of your resume. If you wish to move into a new profession you may believe you lack a number of the necessary skills. Many professions need regular communication. Hard skills arent skills that are tough to learn. Soft skills are the skills that are applicable to every job. In most instances, your soft skills can boost your hard skills. Military soft skills will work as an extra bonus to the particular experience you will be in a position to list on your resume. Written Communication Writing well is a significant part of your professional presentation. Creativity is a wide kind of soft skill that can enable you to develop innovative solutions to problems on the job. Writing skills are also vital for many unique jobs. Technical skills are either something youve got or you dont, but theyre always something which it is possible to learn. Job advertisements and openings typically presume a fundamental amount of proficiency when it regards the basic skills necessary to execute the job. The skills section also tells what its possible to increase the company for a cashier and not what youve been doing so long. A Key Skills section, on the flip side, is listed on top of a resume. The skills ought to be modified slightly to ensure it is applicable for the particular job description. Your skills are an overview of what you could do for the prospective employer if you were offered the work at this time. Review their About Us page and see whether your soft abilities or attributes are aligned with the corporations core values. Also, you need to make certain that you list because many skills from the work description as possible.

Meet Dr. Melissa Mueller of Forward

Meet Dr. Melissa Mueller of Forward Below is an article originally written by PowerToFly Partner Forward, and published on April 26, 2018. Go to Forwards page on PowerToFly to see their open positions and learn more.Were thrilled to introduce our newest Forward Los Angeles physician, Dr. Melissa Mueller. Previously, Melissa attended medical school in Charleston, South Carolina and completed her residency in New York City. She joins Forward from Cedars-Sinai Medical Center where she practiced internal medicine.What first drew you to practice medicine?I found my love of science and biology at a young age, and through this, discovered my passion for the human body and healing. I really enjoy helping members understand their symptoms and how their bodies work.What areas of interest do you have as a physician?Im interested in lifestyle modifications and helping members nurture healthy habits. A persons lifestyle plays a such big role in their health, and ensuring healthy habits can really go a long way to both prevent and treat many medical issues.What do you value most in your relationships with members?I enjoy taking time to get to know members and to understand their health perspective. I value the importance of developing such a partnership with members in order to help maximize their health and wohlbefinden.What is your experience of the current healthcare industry? Where would you most like to see improvements or changes?I feel that the healthcare industry needs to get back to supporting physicians in being able to spend more time with members. This will help ensure that members have a better understanding of their health and are more able to set and reach their wellness goals.Why did you decide to join Forward?Im very excited about incorporating technology in order to deliver the highest quality medical care, and to utilize this technology to motivate and empower members to be the healthiest they can be.What has struck you as most different in the care here?I n my time here, Ive already seen how the technology Forward has built can facilitate developing individual relationships with each of the members that I see. Rather than having to rush members through 5 minute appointments, the tech here has really allowed me to approach my care from a more personalized and holistic angle.Whats one fun fact about you that our members might not know?I am an avid tennis fan 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 construction 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 re inforce 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 geschftsleben 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 t eams, 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 industry 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 man agerial 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. Project 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.