Some people communicate and interpret interpersonal communications differently. For example, when engaging with individuals on the autism spectrum:

• Use clear and straightforward language. Try to avoid metaphors, figures of speech or sarcasm (if you do use sarcasm, be prepared to explain what you really mean if there is confusion).
  Example: The question “Which colour, animal or shape do you associate yourself with?” makes no sense to someone on the autistic spectrum.

Individuals on the autism spectrum can have very linear thought patterns and deal most efficiently with sequential tasks.

Divide large multi-part questions into separate questions. Ask one question at a time, and obtain an answer before moving on the next question.  It is important that questions be tailored to individuals on the autism spectrum, simply because they tend to be precise and detail-oriented and may place a lot of emphasis on the literal meaning of words.

• Be clear about what types of answers you expect.
  Example: Instead of asking a question such as "Tell me something about yourself", try to be more specific. For example, you could ask, "Please share two things about your personal qualities or skills that relate to this job and its tasks.”

At times, interactions with a person with autism may challenge established social norms of communication.

Don’t assume that aloofness or awkwardness in an interview is a sign of disinterest. Some individuals use facial expressions differently, or have difficulty interpreting body language.

Allow candidates to write down their responses before they respond verbally. 

Broaden your opportunities to hire the right talent for the job! You may well discover that successful interview skills are different from the skills needed on the job.

• Some individuals may not be able to communicate verbally. Instead, allow them to demonstrate their skills with a one-or-two hour "work demo".