When you’re responsible for curating a compliance training library, you’re not necessarily a compliance expert. That’s a good thing! Instead, your role is to act as an evangelist between the workforce and what internal and external experts say about risk exposure.
That means choosing a compliance training content provider involves a decent amount of collaboration: you know how to deliver training to the modern learner, while your compliance team knows what they need to learn. It's a perfect match for impact.
But when you meet with a compliance content vendor, they’ll likely tell you what they think you want to hear.
We’ll cover it all so you can evaluate:
- What content quality indicators are important
- Which internal SMEs to bring into the fold
- How to own the sales conversation with a content provider
As you read the blog, about half of this checklist will (likely) look familiar to you. The other half? We’ll guide you on how to chat with relevant stakeholders to get the right information.
Let’s jump straight into it.
1. Is the regulatory compliance content accurate?
Stakeholders: Legal, compliance, risk management
Accuracy is your baseline and the first topic to address. Every provider will say they’re “aligned with regulations”, but that’s just the floor. You need proof that the content is up to date, legally sound, and defensible in an audit.
Questions about accuracy will also signal to the provider that you’re serious about a rigorous qualifying process. A great vendor backs that content with their own legal rigor, compliance culture, and scalable solutions.
Outsourcing the work to make accurate updates is half the benefit of a third-party library provider. Listen to see if the content provider has SMEs on staff when reviewing regulations. In general, content should be reviewed in a 12 to 18-month cycle, and shortly after any changes to regulations.
Is content aligned with current laws, regulations, and standards?
- Covers key regulations (ex. GDPR, HIPAA, OSHA, SOX, FCPA)
- Provides citations or references to legal sources
- Maintains version control and change history logs
Was the content reviewed or co-developed with compliance and legal experts?
- Reviewed by certified legal or regulatory professionals
- Includes SME or third-party legal input
How frequently is the content updated?
- Regular update schedule (quarterly or real-time)
- Clear documentation of when and why changes were made
- Notifications or logs available to admins
How to guide the conversation
Start by mentioning your past experiences with audits or legal reviews you’ve worked through. This immediately sends signals that you won’t accept vague answers.
Then ask: “Can you walk me through how the content is reviewed for legal accuracy and how often?” To follow up, find out who is accountable for updates and if they maintain a version history of the content.
2. Is the compliance content relatable for learners?
Stakeholders: Department heads, HBRPs compliance, safety manager, GRC
Different roles carry different risks, requiring different training. Even the most accurate course can fail if learners don't see themselves in the material. A generic course could further expose a frontline worker to injury. A financial controller might make a misstep if the regulation course doesn’t cover your organization’s bespoke risk management plan. Relevance drives engagement and retention, particularly in high-risk industries and roles.
Is the content customized by role for managers, contractors, frontline workers etc.?
- Tailored modules by job function
- Scenario-based learning aligned to department or risk exposure
- Localization support for geography or regulatory region
Are scenarios and decision-making exercises relevant to the job functions and industry?
- Uses industry-specific examples and terminology
- Reflects real-world tasks, dilemmas, or safety issues
- Includes options for job-specific customization
Can we auto-assign mandatory training based on department or role?
- LMS integration supports smart assignment logic
- Syncs with job codes, departments, or custom fields
How to guide the conversation: Position your question with real use cases: “We’ve seen engagement drop when content doesn’t reflect role realities. How does your content adapt to different job types and risk profiles?” Ask to see examples for both frontline and leadership roles. Give them extra points if they come to the meeting prepared with examples for your industry.
3. Is the instructional design effective for the modern learner?
Stakeholders: Instructional designer, LMS admin, learner focus group
Even the most legally sound training falls flat if it doesn’t stick. The way content is structured affects retention, engagement, and behavior change. for just-in-time access, to support completion
Third-party vendors have vast data on what content does well and where learners tend to drop off. Then, they fix it. This is one of the main pros of finding an expertied third-party compliance content vendor-they’ve tested the production and delivery methods so you don’t have to.
Are the courses structured logically with a clear learning path and objective?
- Objectives stated clearly at the start of each module
- Modular design that builds understanding step by step
- Top-rated courses include the topics you’re looking for
Are there interactive formats such as case studies, simulations, and branding scenarios?
- Includes active learning tools: simulations, quizzes, real-world scenarios
- Provides feedback or learner control over outcomes
Does it support microlearning or mobile-friendly formats for just-in-time access?
- Courses available on multiple devices
- Bite-sized formats for easy completion and retention
Do they offer gamification and progress tracking to support completion?
- Visual indicators of progress
- Completion badges, checklists, or leaderboards
How to guide the conversation: Start with performance data: We’ve seen low completion or engagement in static modules. What instructional methods do you use to ensure modern learners stay engaged?” Follow up with a request to preview microlearning or gamified modules.
4. Can their content be tailored to meet business needs?
Stakeholders: Legal, compliance, brand, communications
Customization is key for risk alignment, brand consistency, and trust. The more control your team has, the easier it is to create content that will inspire learners to engage with your policies, culture, and brand.
Does the provider include editable modules or white labeling options?
- Editable text, imagery, and voiceover
- Visual or tone adjustments to match brand
Can you embed or link internal policies and SOPs?
- Includes embedded documents or links to policy repositories
- Allows tracking of policy acknowledgment
Can content address both global standards and local regulations?
- Toggle features or localization support for regional rules
- Translations or cultural adaptations included or available
Can their offerings scale with your risk profile?
- Custom modules for different regions or risk levels
- LMS tagging for risk-based training paths
- Training catalog levels can expand into upskilling and leadership training
How to guide the conversation: Say: “We need flexibility to reflect our policies and tone. What can we modify ourselves versus what requires your help?” Ask to demo the customization features and clarify what’s included at different pricing tiers.
5. Does the provider support tracking and audit-readiness?
Stakeholders: Compliance, HR Ops, LMS admin, audit committee
Compliance without proof is a liability. Audit-ready training requires detailed tracking, automation, and exportable documentation across assessments, acknowledgments, and certifications.
Do courses include customizable assessments?
- Adjustable pass scores, retake logic, timed assessments
- Pools of randomized questions with analytics
Can you manage digital certificates issued, stored, and reissued if needed?
- Automatic certificate generation
- Expiration reminders or recertification triggers
Are there workflows for policy acknowledgment management?
- Built-in click-to-acknowledge or eSignature steps
- Reports for HR or compliance audits
Does the provider support real-time reporting and exports?
- Dashboards for tracking completions, scores, and recertification dates
- Export formats: CSV, API-compatible data
How to guide the conversation: Ask: “Can we create new compliance training in-house using your builder? What content can be auto-generated from our policies or SOPs?” Follow up with: “How does your approval or legal review layer work?”
6. Is the content accessible and inclusive?
Stakeholders: DEI, accessibility, legal, HR
Compliance content must be accessible to everyone according to local jurisdiction.[LC1] There are many criteria your provider will need to cover, like different learning needs, languages, and cultural perspectives. Several countries have passed strict legislation around digital accessibility.
Is the training WCAG 2.1 compliant?
- Screen reader compatible
- Keyboard navigation enabled
- Sufficient color contrast and alt text
Are translations, closed captions, or screen reader support available?
- Multi-language captions or full transcript options
- Human-reviewed or localized content
Has content been reviewed for inclusive language and cultural sensitivity?
- Scenarios avoid bias, include diverse examples
- Course design aligns with global cultural standards
How to guide the conversation: Lead with your values: “Accessibility is a compliance requirement for us. Can you show WCAG documentation or past inclusion audits?” Also ask, “How do you build cultural sensitivity and DEI into your scenarios?
Bonus checklist: Scale faster with a blend of pre-built and AI content
Stakeholders: Executive leadership, SMEs, L&D, IT/AI governance, legal
Tests go beyond knowledge checks to become legal proof of due diligence. A learning strategy can and should drive performance metrics, reinforce values, and support growth. Look for features that elevate training into a strategic initiative.
Does the provider have an AI builder to create custom courses?
- Natural language or drag-and-drop interface
- Accepts document uploads for content generation
Can SMEs create custom content for specific KPIs?
- Guided templates for targeted training (ex. ethics, new policies)
- Includes role-based branching or quiz logic
Does it publish easily to your LMS?
- Supports SCORM, xAPI, or native LMS integration
Does their suite of courses include upskilling courses outside of compliance?
- Includes professional development, leadership, or DEI content
- Offers value beyond mandatory training
How to guide the conversation: Say: “We’re moving toward strategic learning across functions. Can your system connect learning outcomes to business KPIs?” Ask how their platform handles data integrations, dashboards, and cross-functional training metrics.
What’s next: Modify the checklist with stakeholders
Evaluating compliance content providers isn’t about meeting a boilerplate list of requirements. It’s about finding a partner who can flex with your risk, scale with your workforce, and hold up under audit. With the right questions for your organization and the confidence to push for clear answers, you’re ready to lead the conversation.
That means it’s time to collaborate with any and all stakeholders who can help you with a smooth implementation, launch, and tracking.
Find out if:
- Your compliance team can trust the accuracy of their content
- It’s relevant and usable for your workforce
- You can track and prove completion in an audit
- Their content will evolve with new or evolved risks and needs
- User feedback is positive across review sites, and case studies are strong
With this checklist, it’s much easier to draft an RFP and have the tough conversations with providers. And a great vendor won’t just answer them; they’ll welcome the responsibility to have the effectiveness of your compliance training program in their hands.
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