Yup, I've always believed anything on my resume is fair game for someone to ask about, so I should be able to talk about each thing to some extent. As you accumulate more things it can be a useful filtering tool too as you just leave stuff off you don't want to talk about or where your recollection is too hazy.
Getting into a conversation can be stress reducing for both parties (interviewers can get stressed too) though if the interviewee comes off as trying to control the discussion, interviewers pick up on that (even if they're new and bad at driving things themselves like they're supposed to) and will consider it a red flag...
I hope after a while you get to experience the other side being one of the ~6 people interviewing someone for joining your team/the company, it's pretty eye opening too. Judging someone in such a short time period given at these bigger companies is tough, and when you actually want the candidate to join you don't want them to turn down an offer because of a bad interview experience with you. If you ever get involved I'd only encourage you try to improve things -- some ideas include trying to lower stress levels of candidates, or having more reasonable/useful and typing-instead-of-whiteboarding tests of "can you even program?", but there's many possible improvements, the goal of improving on what you have is what's important. (And there does sadly need to be some sort of "can you even program?" test in the pipeline, at least at the sort of companies that do the multiple-people-all-day interviews, because the input stages are even more broken than the interviews.) Even if there are many corporate constraints on what you can do, and even if you can't get management or other interviewers on board with your proposals, you can at least make your section the best it can be.