After that of course there is the Behavioural Questioning that goes back to behaviours referring to some of the points or stories the candidate explained that are key for the position we need to fill. And of course there is the motivation area to explore at this point.
Close to the end it’s time for asking him what is his understanding of the position and of the company whom he is applying, that you will of course fill. At the very end you can review candidate compensation and contract level.
Postponing this, offers you a variety of more genuine information, that you later will consider in order to take a decision about how suitable they are with what you search.
Should you have the chance of having a recruiter who carries the recruiting process, than he/she facilitates the candidate interview, while you may easier concentrate on what and how the candidate says.