While millennials will make up about 35 percent of the workforce by 2020, many employers still have negative views of millennials and their work ethic. But in reality, millennials expect no different than their parents' generations.

Millennials see how their parents often stick with the same companies for the long-term and move up the ladder, and hope for the same opportunities. And with many employers not offering millennials career paths that Gen X and Baby Boomers have become accustomed to, millennials get frustrated -- which leads to employers seeing this generation as entitled.

Instead of seeing millennials as entitled, employers need to understand these frustrations and adapt their recruiting strategies to attract this growing generation in the workforce. Here's an overview of what millennials want from employers -- and how you can stand out from the competition and hire top talent.

Millennials Expect Job Security

According to recent data by Manpower Group, 87 percent of millenials rank job security as a top priority when looking for a job. The same study shows that millennials view job security as: having a secure job for the long-term, having job skills that match the market need, having the opportunity to move up the ladder and income security, among other criteria.

While some might have the misconception that millennials are job hoppers, most would prefer to advance in their careers with the same company. Given increasing costs of living and millennials taking on more student loan debt than previous generations, they want to feel secure in their roles to maintain their standard of living.

Invest in Your Employees

To attract millennial talent, embrace your employment brand as an opportunity to showcase how you invest in your employees. In your job descriptions and on your career site, highlight career paths, employee success stories and training opportunities to get millennials excited about the possibility of joining your team.

Career paths and growth opportunities should be highlighted for various roles across your organization. For example, if you have a large sales team, outline how entry-level sales employees can rise through the ranks to management-level positions.

In addition to outlining your career paths in detail, share employee success stories so job seekers can see examples of job security and growth at your company. If job seekers see testimonials about employees who have been with your team long-term and advanced in their careers, they'll be more likely to apply to open roles.

Part of what millennials look for when it comes to job security is continuous training. In fact, 93 percent of millennials want lifelong learning opportunities on the job. On your career site, share examples of employee training opportunities. These can include: lunch and learn sessions, training videos, outside speakers, training assessments, and more.

Millennials are now the largest generation in the workforce and as an employer, it's critical to understand their expectations, and adapt your hiring strategy to meet their needs. What is your organization doing to secure millennial talent?