Sure, most companies won't be able to offer workers the chance to get in on the ground floor of a multi-million dollar venture. But while Baby Boomers, often the parents of Generation Y, expected to work for a company for many years before getting big bucks and big promotions, these younger workers want opportunity and mobility now.

"There is the question of what can they get out of it for their career?" said Bruce Larson, security director with American Water, a tap water supply company. "And when you are talking about hiring IT security professionals, that becomes paramount."

Companies may want to consider mentoring programs, as well as educational opportunities, so Millennials can feel they are getting something more than just money out of being with their company.

"Boomers wanted to make sure they weren't losing their job. Gen Xers wanted to know 'How am I doing?' at my job. Now Gen Y wants to know 'Why am I doing this job?'" said Roberta Chinsky Matuson, president of Human Resource Solutions, a US-based firm that regularly advises corporations on generational differences.

And there may be some shock managers have to deal with among new hires who are disappointed that their new job is not what they envisioned it would be. Popular culture, including such TV programs as 'CSI' and 'Law & Order,' have given security-related fields a boost.

"Many Millennials who are in their early 20's did watch these types of programs in high school," said Orrell. "There has been more interest in younger people pursuing these types of careers."

A number of colleges and universities have added programs to keep pace with demand for degrees in areas like forensic science and criminal justice. But the actual day-to-day requirements of the job might not be exactly what new hires had in mind when the decided to pursue the career.

"Certainly the backlash is that they saw crimes being solved in'glamorous' settings in an hour," noted Orrell. "So it will be interesting to see how many of these Millennials actually stick with their professions once they see the true reality."

Offer praise and frequent feedback

The same poll from Robert Half and Yahoo HotJobs also found over 60 percent of Millennials said that they wanted to hear from their managers at least once a day. This might be a very different style of performance review than experienced managers are used to. But not only do they want to know how they are doing, they want to be told in a nice way, said Orrell, who admits this often has managers rolling their eyes when she holds coaching seminars.

"The main thing to abandon is that curt approach many Boomer managers have had over the years," she said. "That does not play well with Millennials. They are looking for someone sensitive, compassionate and understanding."

Orell said Millennials have been raised in a culture of respect where there opinion was valued and have no intention of abandoning their value system on the job. For many companies, it can be a tough adjustment.

"They grew up in the 'Soccer Mom' age where every kid gets a trophy, every kid gets to be president," said Wipprecht. "Work may be the first time any one actually says no to them."

Wipprecht said while Gen Y won't tolerate harsh behavior from a manager, companies need to find a balance and make sure they aren't sugarcoating reviews either.

"False praise is phony," said Wipprecht. "Employees don't need fictious praise-it has no value to it, and they know that."