Based on the information provided, it seems there was a mismatch between the HR screening requirements and the job description. HR required the candidate to have a car (Class D) and be able to work in various locations in Selangor, while the job description only mentioned the working location near LRT and did not specify the need for a car. Additionally, HR mentioned the ability to communicate in Cantonese, while the job description only listed English and Mandarin as the required languages.During the HR screening, you clarified that you do not have a car and can communicate in English, Mandarin, and Malay, but not Cantonese. Furthermore, you mentioned that if the work location is within KL, you are open to working onsite for 5 days, but if it's outside KL, you prefer hybrid mode. However, HR deemed your requirements to be too high and decided not to proceed with your application.Interestingly, a recent review on Jobstreet mentioned that taking the LRT to work is possible, and the job does not require Cantonese proficiency. The review also mentioned a hybrid work mode with the possibility of going outside KL for client-related matters.In summary, it appears that there was a discrepancy between the expectations set by HR during the screening process and the actual requirements stated in the job description. This misalignment led to the decision not to proceed with your application. It is essential for HR departments to ensure that the screening criteria align with the job description to avoid such misunderstandings in the future.