Behavioral interviews are useful…to a point. It’s essential to separate out people with real performance strengths from those who know how to interview. There are a lot of people who can figure out how things happened in retrospect. There’s a smaller subset of people that can make things happen in the moment. Those are the ones you want to hire.
Go beyond the initial behavioral examples someone gives you in an interview to probe idea ownership. In a variation of the five levels of why, I look at levels of “How did you come up with the idea?”