Well, after 25 years in my role, there have been hundreds of times when. To narrow that down to one or two without giving it much thought is not efficient way of determining a match. If everyone's interview is approached the same way, it's clear why there are mismatches companywide, hence the massive amount of negative reviews. Behavioral questions like that have never been a good way to evaluate talent and seems kind of archaic. Please have your leaders stop with that approach.