Given the plethora of comments, this will likely get buried but I'll weigh in regardless as those who suffer from the anxiety issues the author mentioned will likely scroll through most of the comments.
Every issue the author mentioned can and should be mitigated by a decent internal recruiter or manager. Essentially whoever initiates the contact with the developer maintains a responsibility to ensure that their 'candidate' is as comfortable as possible throughout the process, regardless of who they are meeting.
I've dealt with plenty of people who suffered from the exact issues the author describes. It's a lot more common than you'd realise. I've also dealt with rare occasions where I've helped candidates with autism, aspergers and even down syndrome through the interview process.
If you form a decent rapport with your candidate and truly comprehend what they really want from a job with your company as well as 'grok' their personality type and limitations then there really is no excuse for dumping them into a situation where they feel so stressed and under pressure that they shut down.
Your responsibility doesn't end with the candidate though. It's equally important to ensure that the people who will be interviewing this person after you have a decent understanding of the type of person they are about to meet and to ensure they are equipped to deal with a situation where the person being interviewed begins to crumble.
As for references to previous submissions and comments where people claim to have "solved the interview problem", I call bullshit. Every company, every hiring manager, every team, every job and every candidate is different. The silver bullet to 'solve' the problem simply doesn't exist and never will. Sure there are companies with fantastic processes but for every 'perfect process' you show me, I can show ten companies where that process simply wouldn't work.
The best thing about these discussions is that it encourages people and companies to simply try harder and that's never a bad thing.