|You say that you do not have enough data to make a decision, but it actually sounds like you have more than enough data. This applicant may have the necessary training and skills for the job, but success typically requires more than that. Presumably this position calls for a person who listens to others, has insight into the way that he is perceived, and has at least a modicum of empathy. This individual appears to fall short in each of these areas.|
Some candidates believe that the more the interviewers talk, the more the interviewer will like them. Armed with this belief, such applicants conclude that the best way to get the interviewer talking is to ask a barrage of questions. Obviously, this is a flawed approach.
At the same time, part of the problem is that you let this applicant take control of the interview. You can make better use of your time by taking most questions at the end of an interview, and primarily from the better candidates. Either way, you can learn a great deal about applicants not only by what they ask, but also by how and when they do so.