As you mentioned, people gravitate toward their strong suits. So by asking behavioral questions, you can learn how they approached situations in the past and whether their strengths/weaknesses are the right mix for your needs.
But as a hiring manager in that situation, you can select for team members who excel at dealing with ambiguity, internal locus of control, vision, etc. Additionally, you would look for people who value learning vs. psychological safety, etc.
You're in a known situation, and that situation is constant change and churn
That's my point. You don't unless you're in a very simplistic business.
I really don't think you can define/bottle this easily - even with high quality interviewing.
Nor do I think you should. To use a very cliched phrase the hottest hires are the ones that think outside the box AND are killing it. Without some flexibility in terms of filtering and criteria you might miss out on that