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15 Spanish Phrases You Must Know to Avoid Looking Stupid in Costa Rica

15 Spanish Phrases You Must Know to Avoid Looking Stupid in Costa Rica

How long has it been since you brushed up on your Spanish? Think your vocabulary is extensive enough to help you manage to get around in a Spanish-speaking country?

If you’re thinking of planning a trip to Costa Rica, or even becoming an expat and relocating there permanently, you’ve got your work cut out for you when it comes to learning the lingo.

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You may think you’re all set, because you have a working knowledge of Spanish.  But trust me, Costa Ricans, or (and here’s your first lesson) Ticos and Ticas as they’re called locally, have a language of their own. With a dialect as laid back as their lifestyle, Costa Rican speech is full of slang and idioms.

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Some are informal and used mostly by the younger generation. Others are commonly known and can even be used in formal conversation. Some words and phrases are unique to Costa Rica and have no real Spanish translation. Others have a connotation in Tico culture that means something completely different than their literal denotation. There are even a few that could get you in a whole heap of trouble if you use them in the wrong place at the wrong time.

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Here are 15 Tico words and phrases to know to help you avoid finding yourself in an awkward situation.

  • Pura vida – Literally translated as “pure life,” this phrase is the unofficial motto of Costa Rica. It can be used as a greeting, an acknowledgement, or just to reference anything that’s good. Example: Como estas? Pura vida! (How are you? Pure life.)
  • Mae – Originating from a word that means “dummy,” mae is a nickname you use for a pal or buddy, sort of like “dude.” Example: Mae vamos. (Dude, let’s go.)
  • Detras del palo – Literally translated, this means “behind the tree.” However, when someone says they’re detras del palo, it just means they’re unfamiliar with the topic or don’t know what you’re talking about. Another phrase with a similar meaning is “Miando fuera del tarro,” which literally translates as “taking a pee out of the can.”
  • Buena/mala nota – This translates to “good (or bad) grade,” and it’s used to indicate a job done well (or poorly) or to describe a person’s character. Example: Que mala nota! (What a terrible person!)
  • Rojos and tejas – “Rojos” literally means reds, and a “teja” is a tile.  But you’ll often hear these words used when describing the Costa Rican currency, colones. In that connotation, a “rojo” is the red bill that represents 1,000 colones ($2 US), and a “teja” refers to 100 colones. Una teja is actually 100 of anything, so if someone tells you to go “una teja” and turn left, that’s 100 meters or one block.
  • Harina – On that note, if someone asks you if you have any “harina” for payment, they’re not asking you to barter with a sack of flour (which is the literal meaning of the word). This is actually a slang word for money, sort of like calling it “dough.”
  • Deme un toque – If someone tells you this, understand that they aren’t asking to be caressed.  Even though it literally translates to “give me a touch,” what it really means is “give me a second.”
  • Cabra – If someone mentions they’re bringing their “cabra” to dinner, they probably don’t mean its literal translation, which is “goat.” Instead, “cabra” is the slang term ticos use for their girlfriends.
  • Pura paja – “Paja” is actually the word for “straw,” but this phrase doesn’t mean “pure straw” in Tico culture. It means “bull$#*!.”
  • Chunche – So you’ve had a blowout on some crappy Costa Rican backroad. Your buddy asks you to hand him that “chunche” and motions for the lug wrench. You hand it over, but then you’re confused when he once again motions and asks for another “chunche.” That’s because it doesn’t mean anything specific. It’s just a “thingamajig.”
  • Sodas – These establishments are all over Costa Rica, and they’re basically your typical small, mom-and-pop type restaurants that serve up local cuisine seriously cheap.
  • Pipa – This is something that’s okay to request from the bartender at your resort pool. He’ll hand you a cold, coconut drink. But it’s not a good thing to ask of the other kind of vendor who lurks in dark alleys. To him it’s a hash pipe.
  • Que pega – Literally translated as “what a stick,” this phrase is used to refer to someone or something that’s very annoying.
  • Lava huevos – Here’s another one that means nothing like it’s literal definition. Technically “wash the eggs,” this phrase refers to the act of sucking up to someone.
  • Que torta – This one means “what a patty” and is used to refer to someone who has royally screwed up or made a big mistake. It’s also often used to refer to an unplanned pregnancy.

So before you head to Costa Rica, make sure you brush up on these and other Costa Rican phrases. Don’t find yourself detras del palo!

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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Featured photo credit: Amy Hirschi via unsplash.com

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